Roles and responsibilities
- Get involved in manpower budgeting exercise. Hire resources as per business needs while meeting process & cost guidelines.
- Be responsible for identification of attrition issues. Do attrition analysis and propose engagement actions.
- Create ‘early warning signal process’ for proactively identifying the attrition risk of employees.
- Do comp. benchmarking project and present proposals from time to time.
- Do industry benchmarking from people practices angle and suggest ways to modify & improve people practices so that we remain competitive in job market Handle joining, onboarding in efficient manner
- Drive Performance Management Process and ensure adherence to timelines with quality.
- Act as the performance improvement driver and provoke positive changes in the people management
- Enter data in HRIS and ensure that data is up to date always
- Build engagement plan and ensure that engagement calendar is fully met
- Keep org. chart updated for IT vertical
- Conduct regular employee surveys and take necessary actions to address employee concerns
- Identify training needs for business units and individual executive coaching needs
- Follow up to ensure training objectives are met and evaluate training programs
- Work closely with management and employees to improve work relationships, build morale and increase productivity and retention
- Consult with line management and provide daily HR guidance
- Facilitate the management team to bring best solutions for employees
- Resolve complex employee relations issues and address grievances
- Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
- Partner with the legal department as needed/required
