1. Drive all HR aspects of outsourcing deals and M & A during all the stages Pre Sales, Due Diligence, Pre- Transition, Transition and Post- Transition
Personally lead for large, strategic deals and M & A
Ensure deliverables on small & medium deals by coaching & guiding team members who are working on them - towards working independently.
This entails the following set of key tasks/ activities in the context of a deal/ M & A target:
Pre- Sales This involves preparing and writing HR strategy and solutions that address the prospective clients requirements from people standpoint, while working closely with the other tracks like Finance, Transition, Delivery and Sales. This would include writing responses for Request for Information/ Request for Proposal (RFI/ RFP) , solution defence, client visits to India, HR support in developing Best and Final Offer.
HR Due Diligence includes HR information mining from client, building strong relationships with client HR organization, HR risk identification & management in the areas of Compensation & Benefits, pension and/ or insurance costs and liabilities, HR process & technology, people transition plan and change management, and identification and retention of critical client employees.
Pre- Transition, Transition and Post Transition
This involves revision and implementation of the People Transition Plan in conjunction with the Transition/ Integration Manager and owns the transitioning client employees for the first 6- 12 months of the engagement (Transition phase) . This involves implementing the entire set of HR tasks detailed Comp & Benefits mapping, interviews & offer process, communications like town halls, roll out of HR workflows and applications, induction, on- boarding, retention and assimilation.
2. Strengthen the HR Transitions Centre of Excellence through systematic capability & process building
Design & implement new initiatives under the HR Transition Centre of Excellence, while sustaining the existing ones. Among other things, the COE will include:
o Key HR Transition Projects like HR RFP repository collaterals, HR cost models, M & A Playbook implementation, adoption of HR tools and methodologies, HR market intelligence and research.
o HR Transition Reviews, Reports & scorecards & Learning
o Building Team & Process capability
3. Build strong collaboration among enabling functions through current initiatives like i- rebadge and the Rebadging Checklist
The incumbent would be focusing on the Deal lifecycle, Client presentations and
RFIU/ RFP response etc. from the RFP stage till steady state business operations in alignment with business transition, sales and delivery units for all key people deliverables.
o Employee Rebadging
o Leading all key HR processes till the engagement moves to a steady state operations Training, capability development, engagement and Performance Management.
o Managing large scale M&A & redundancy scenarios globally involving some unionized environments as well.
Conceptualization and rollout of all HR functions for an large employee base .