Human Resources Manager

This manager is primarily responsible for serving as a liaison HR, HR-COE, other HR functions and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures, conducting company human resources support activities, and driving and/or partnering on the development and implementation of organizational change efforts.

The role will require the understanding and involvement in recruitment strategies, hiring challenges, connect with Recruitment Leads and Business, involvement in candidate experience, onboarding, induction.

Will work with the Talent Management Lead to implement the learning framework and performance culture, succession planning and skill competency framework to drive the organisation objective.

The position implements the policies, procedures, and programs of the company by formulating partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Delivers solutions on employee and/or labor relations issues, leads and/or partners on HR investigations based on standard or negotiated labor practices, conducts reporting of Company employee information and external benchmarks, and supports and provides consultation to ensure HR compliance.

Will design and develop HRBP analytics and reporting. Capture employee pulse, make recommendations on actions for HR, follow through and report out.

Will ensure employee connect by business heads, business leads, CEO, HR Head and HRBPs in various formats and ensure follow through and closure on action items.

Will ensure process reviews and updates, SOPs, tracking of SLAs, timelines and deliverables are met with reference to all HRBP deliverables.

Partnering with Operations and other HR teams

Establish a strategic HR Business partnership with the Business Unit heads at GHSE to support the delivery of business. Act as a catalyst to effectively resolve business challenges by partnering with delivery and management on HR concerns. Collaborates with other HR functions and business partners to deliver solutions on employee relations issues by providing consultation on employee relations matters (e.g., performance management, employee discipline issues); conducting research and providing advice and assistance on employment related regulations, influencing leadership regarding employee relations policies, procedures, and documentation; researching, identifying, and analyzing employee.

Work with leaders and employees to identify, establish, and maintain a positive work environment and authentic culture which encourages diversity, inclusion, and belonging.

Talent Engagement and Management

Work with the Talent Management leader to create structured intervention to boost employee engagement and a culture of appreciation by designing R&R programs, strategy for regular employee connects, Engagement calendar.

Drive employee engagements and R&R, ensuring prompt resolution of employee grievances and maintaining cordial employee relations.

Crafted and executed a forward-looking retention program aimed at preserving high potential/business-critical employees within the organization.

Talent Development

Work with the Talent development leader to create and implement Competency framework, Skill Matrix framework, Succession Planning across functions and link the same to a Performance Management. Help in designing the performance Management framework connecting to Goals, KRA and feedback for substantiating performance.

Ensure identification & deployment of best practices in HR and creating robust HR processes, Talent Management practices.

Conceptualizing and developing Training & Development initiatives for improved productivity, building capability and quality enhancement.

Identification of the Training needs across levels through, performance management, required for positions and analysis of the existing level of competencies of individuals Vis a vis the gaps in skills and recommending a training plan.

HR Compliance and Governance

Serve as a facilitator and apply interventions to resolve employee disagreements, conflicts, or misunderstandings.

Applies high proficiency of HR domain skills to investigate and responding to internal and external complaints, complex, high-risk, or sensitive employee relations cases.

Ensures compliance with human resource policies and procedures.

Works with the GHSE HR leader to sets up an effective system for grievance handling.

Partner with internal / external employment attorneys and other investigative teams, as appropriate

Ensures compliance with human resource policies and procedures.

HR Effectiveness

Provide strategic advice, counsel, and consultative solutions to business leaders to frame and implement people strategies and design approaches for diagnosing and enhancing employee satisfaction.

Design a VOE, Pulse survey, reports, and efficiency matrix of other change management initiatives.

Conduct reporting of employee information and external benchmarks by compiling, completing, reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports.

Team Management (as applicable per the role and structure)

Trains, hires, and coaches the team to perform efficiently.

Ensures compliance with human resource policies and procedures.

Conducts performance evaluations that are timely and constructive thereby providing insights into patterns, and trends and determine modern solutions to continuously improve the team’s effectiveness.