Job Requirements
1. Business Partnering & Manpower Planning
- Collaborate with business leaders to understand workforce requirements based on growth plans and capability needs.
- Analyze manpower data such as attrition trends, talent costs, and budgeted positions.
- Support manpower planning discussions and workforce budgeting.
- Assist leadership in finalizing manpower requirements and resource allocation.
2. Employee Experience, Career & Succession Planning
- Partner with functional heads to identify critical roles and key talent.
- Participate in talent review and succession planning discussions.
- Support Individual Development Plan (IDP) creation and refinement.
- Coordinate with Learning & Development teams to address training needs.
- Drive career development and job rotation initiatives.
3. Performance Management
- Facilitate goal-setting workshops and ensure alignment of individual goals with business objectives.
- Monitor completion of goal-setting, reviews, and performance discussions.
- Conduct goal audits to ensure compliance with organizational guidelines.
- Coordinate performance calibration and promotion discussions.
- Manage Performance Improvement Plans (PIP) and monitor employee progress.
- Provide guidance to managers on performance management processes.
4. Employee Relations
- Build strong employee connect and address grievances effectively.
- Conduct investigations related to workplace concerns, misconduct, harassment, or policy violations.
- Support disciplinary actions in accordance with company policies and labor laws.
- Analyze employee engagement survey results and support action planning.
- Conduct exit interviews and provide retention insights and recommendations.
5. Internal Consulting & Organization Development
- Support organization design and restructuring initiatives.
- Review workforce structures and recommend optimization opportunities.
- Assist in designing and reviewing incentive programs.
- Drive organizational development and change management initiatives.
- Ensure effective implementation and sustainability of OD programs.
6. Recruitment & Selection
- Conduct interviews and assess candidate suitability.
- Coordinate hiring processes with recruitment teams and business stakeholders.
- Participate in salary negotiations and offer discussions.
- Review candidate documentation and ensure compliance with hiring guidelines.
- Conduct onboarding and induction programs for new employees.
Required Knowledge
- Labor laws, statutory compliance, and employment regulations.
- Employee relations and grievance management.
- Disciplinary processes and workplace investigations.
- Labor market trends and workforce planning.
- Industry best practices in HR and employee engagement.
- Productivity metrics and benchmarking.
Key Stakeholders
Internal
- Business Leadership Team
- Corporate HR Team
- Learning & Development Team
- Compensation & Benefits Team
- Regional Sourcing Teams
External
- HR Consultants
- Recruitment Partners
Success Metrics
- Adherence to HR process timelines.
- Accuracy of manpower planning and workforce forecasting.
- Quality of hires and candidate experience.
- Employee engagement and retention levels.
- Effective performance management execution.
- Compliance with labor laws and company policies.
- Successful implementation of organizational development initiatives.
Work Experience
Key Skills & Competencies
- Business Acumen
- Strategic Thinking
- Relationship Management
- Stakeholder Management
- Influencing & Negotiation Skills
- Problem Solving & Decision Making
- Change Management
- Employee-Centric Approach
- Accountability & Ownership
- Team Collaboration
- Strong Communication Skills
