• Citizen

• Full Time

• Direct Hire

• UG :- - Not Required

• PG :- - Not Required

• No of position :- ( 1 )

• Post :- 14th Sep 2022

Roles and Responsibilities

Scope: India, Americas, Europe & Africa, MEA, ROW

• Address queries and resolve issues or grievances brought forth by the global resources, taking assistance from other stakeholders, as required

• Participate in Review / Feedback sessions for the global resources along with their Reporting Authorities

• Prepare TNAs for all new joiners, preparing a 90-dayOrientation Plan for each role / resource • Participate in discussions regarding Career Progression, Retention, conduct Exit Interviews and execute the Exit Process, as required

• Liaison between various stakeholder personnel and teams to seamlessly execute all HR Processes

• Provide strategic insights and recommend process changes to improve on existing HR Processes

• Assist the Managers / HODs with resource planning for new intake, project expansions, new project assignments, etc.

• Lead the performance management cycle right from KRA-setting to performance and leadership competency review

• Development and application of guidelines, frameworks, toolkits and methodologies for a range of talent management initiatives / programs including Campus Engagement and Management trainee program governance & engagement

• Support full-cycle talent acquisition activities in line with the hiring plan • Effectively engage with campuses and introduce engagement programs for campus cadre • Responsible for effectively handling campus initiatives and hiring, in collaboration with the Campus Recruitment Partner

• Develop, implement and manage a robust reward and recognition program; Build a culture of reward and recognition in the organization

• Driving engagement & connect initiatives

• Coach senior leaders; advise leaders on strategic talent challenges.

• Provide valuable input and expertise to your client groups in terms of employment legislation, policies and practices.

• Review and analyze talent and efficiency metrics to identify trends and recommend solutions to improve performance, retention, and employee experience.

• Plan, manage and provide continuous improvement to all aspects of the client organization and leadership review process and the strategic objectives therein. This includes both annual and midyear processes which focus on performance management and talent development • Provide compensation support including salary planning, approval of salary actions, promotions and job re-leveling.

• Work with line managers and employees to address all types of employee relations issues ensuring a balance in representing all parties interests

• Think creatively about the employee experience - find ways to improve employee satisfaction and retention

• Partner with internal teams to improve the employee lifecycle from onboarding through offboarding, and beyond