KRA1
Plan, initiate, and monitor the salary & benefits budgeting process
1.Conduct market benchmark surveys on compensation & Benefits.
2.Perform budgeting analysis to determine salary increases and costs impacts on payroll.
3.Create robust compensation structures aligned to prevalent Tax norms
4.Creation of an effective compensation strategy to ring fence key talents for the organization (LTIP/Deferred Compensation/ESOPS)
5.Carry out the increment process in line with the guidelines keeping in mind market benchmarks
6.Manage salary budgets and roll-out the increment exercise
7.Create an effective resolution framework/matrix & ensure timely resolution for all employee queries related to compensation
8.Articulate, define and adequately document HR policies and guidelines for smooth functioning of relevant HR processes.
KRA2
Initiate and drive the performance management cycle (Mid-Year & Annual)
1.Facilitate business/ managers to define performance evaluation criteria
2.Collaborate for performance ratings analysis and ensure distribution curve.
3.Ensure the launch and completion of the performance management plan in a timely manner.
KRA3
Drive the job evaluation exercise as per prevalent structures and roles
1.Ensure organization structures are updated to reflect current realities
2.Drive and facilitate effective job description documentation exercise across Functions
3.Basis an in-depth understanding of the job evaluation framework, ensure that the flow of roles, responsibilities and accountabilities is accurately captured in the Job Description documents
4.Ensure timely submission of complete documentation and data points for the various Job Evaluation Committees (BJEC, CJEC and APEX) where applicable
5.Ensure inputs from JE exercise are effectively used during annual and mid-year appraisals and promotion / up-gradation activities.
6.Ensure maintenance of accurate records in relation to the JE exercise
KRA4
Design and Optimization of Compensation & Target Setting
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Develop an in-depth understanding and benchmarking of compensation structures for various sales channels within the organization and across the industry.
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Continually assess the effectiveness of existing compensation structures to evaluate alignment with current and future organizational needs.
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Ensure compensation structure is designed across the sales hierarchy in a manner that supports the achievement of business objectives.
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Ensure appropriate KPI and Target Setting for the entire Sales & Non-Sales Hierachy
KRA5
Ensure smooth management of Poornata System for the organisation to ensure that employee records are maintained and updated in a timely manner
1.Ensure adequate documentation and updation of JDs/KPI/KRA for all the roles in the organization and their validity against goal settings of the respective incumbents.
2.Conduct and collaborate on periodic information audits
3.Ensure efficient data management on Poornata System pertaining to employee records
4.Be part of the new systems development team and provide inputs to ensure that data is migrated accurately from legacy to new systems, conduct test scenarios with vendors
KRA6
Plan, initiate and drive the benefits programs for the organisation
1.Manage and implement employee benefit programs like insurance & health schemes, make necessary recommendations & improvements
2.Perform need gap analysis and initiate new benefit plans as well as ensure smoother operations of current schemes.
3.Communicate new initiatives to the organisation and employees and address queries, clarifications as well as grievances
KRA7
Manage the development and implementation of all aspects of HR Operations- Drive HR operations and enhance service delivery to all employees as per defined SLA’s & TAT’s
1.Define SOP's for all HR operations processes.
2.Manage life cycle of employee on HR administration aspects as per defined TAT’s
3.Initiate process and work flow improvements
4.Ensure the entire HR operational activities are executed smoothly and the HR processes are reviewed and updated in line with the ABC/ABG/Industry norms
5.Evaluate the existing processes for scope of improvements in building process efficiencies, reducing TATs, improving accuracy and opportunities to save costs
KRA8
Manage Statutory compliance including the payroll function and the shared service support for the organization
1.Ensure that the payroll processing is done smoothly and timely on a routine basis for all 3 Business Units
2.Ensure all statutory compliance are 100% adhered without any deviations.
3.Manage and align the HR Ops and Payroll Vendors and Business Partners in line with the HR agenda.
4.Ensure Process Governance, Audit Compliance & Controls in all HR Operations and Payroll activities
KRA9
Team Management
1.Optimize employee talent and expertise.
2.Ensure adequate training, development opportunities and career planning is established for the team
3.Motivate the team and maintain employee satisfaction of team at optimal levels
