The role-holder is the custodian of the employees to manage the entire employee life cycle.
Ensuring that the organization structures are aligned to the value that needs to be delivered.
Implementing the performance/talent management/R&R/C&B processes to maximize talent development, retention and engagement in line with policies (will hold the responsibility of customization& adaptation of Corporate policies)
Building capability in a structured manner to support the current and future requirements of the business
Driving productivity and cost optimization to ensure the health of the business through a focus on metrics such as consultant productivity function costs, attrition, internal promotions, C&B/Revenue, etc.
Employee engagement and pulse, HR Operations.
Conceptualizing a practical HR strategy by integrating the business objectives with the practical realities of day-to-day consulting operations
Guiding a team of HR managers to drive execution and ensure performance on all the core parameters across the employee
Ensuring effective on-boarding of all new hires in the business, especially at senior levels
Facilitate the Organisation in transitioning from Talent Retention to Talent Management, linking the culture of the Organisation to Business needs.
Lead the performance management cycle (PMS) right from KRA setting, performance and leadership competency review, normalization and increment and promotion cycle.
Design and execute the employee engagement framework
Build a culture of Reward and Recognition in the Organisation, with adequate controls in place.
Follow guidelines and use innovative ways for assimilation of AIR values in the organization
Lead the Learning and development need identification and plan for the fulfillment of the same for the function.
Build a business focused learning and development platform for employees to increase their value proposition and enable them to innovate and grow.
The candidate should have experience as a Business Partner HR, Talent Management & Capability Building.
He / She should have the ability to business partner with Senior Stakeholders in a dynamic IT environment.
The individual needs to be a self-starter with an appetite for working in an evolving environment as well as the ability to balance an understanding of the business big picture with detailed planning for execution / results.
Create/implement the HR strategy in line with business priorities.
Ensure implementation of HR systems and processes (e.g. engagement practices, performance management etc. so as to maximize employee motivation, productivity and retention
Ensure business structures are aligned to business requirements, manage the resource plan for consultants to maximize productivity
Conceptualize and drive structured capability building in line with current and future business requirements
Coach / Partner with the consulting leadership on people issues, health of operations and change management so as to ensure seamless people management
Provide direction, support and development to the reporting team of HR Managers to execute on the plan for the business