HR Executive

Job Brief

This position will be responsible to provide HR support to and manage entire employee lifecycle, HR processes, HR reporting, Dashboards, compliances, all initiatives and everything that is covered under HR People Operations scope

Requirements

• On-boarding and Induction:

• Creating new employee joining delight through execution of planned induction across levels
• Conducting induction programs and basic trainings for the new joiners
• Hand-holding new joiners for successful assimilation to the organizational culture

2. Talent Development:

• Driving career development programs for internal growth opportunities for employees.
• Ensuring the good talent is recognized and rewarded by overviewing their growth in the organization.
• Instill practices which help in the capability development of the team. These will include trainings related to business policies, operations and skill development.
• Build a structured succession planning basis different roles.

3. Performance Management System:

• Driving employee confirmation, performance development plan during the year to drive performance and merit.
• Spearheading end-to-end annual Performance Management Process to identify top talent and low performing talent in the team.
• Ensure process adherence to periodic appraisals at the manager and team level.
• Working with managers to refine and streamline the ratings and feedback processes by making them more efficient, objective and transparent.
• Closing the appraisal discussion with Business Heads as per organization norms.
• Working with business to finalize annual compensation revision budget.

4. Employee Engagement/Employee Relations:

• Driving one-to-one and one-to-many conversations with employees to improve engagement and drive connect.
• Responsible to take new initiatives, finding new ways of engaging with employees.
• Organizing fun activities for team and create employee engagement policies and rewards for the assigned region, based on the defined budget.
• Responsible for designing rewards system based on performance and continuous recognition of employees to overcome the attrition rate.
• Conduct on-going training for the employees on key issues and trends.
• Drive 100% coverage on policy awareness with the employees and partnering with leadership to resolve complex employee relations issues.
• Formulating Rewards Recognitions schemes based on performance management. Managing Rewards Recognition Program and the budget to ensure fair treatment for all the employees.

5. Attrition Management:

• Detailed analysis of reasons for attrition and drive action plans across teams, to understand the pattern to reduce attrition.
• Drive retention conversations to retain employees.
• Ability to predict attrition proactively and taking necessary steps to control the same.
• Minimize the unwanted attrition of good performing talent.
• Ensure improvement or replacement of low performing talent
• Monitor team feedback to pro-actively manage satisfaction level of the employees.
• Conduct exit interviews with exiting employees to understand the pattern of exits and drive action plans to curb further attrition.

Also,

• Conducts weekly meetings with respective business units.
• Consults with Department Heads, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with Head of People Operations and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Develops contract terms for new hires, promotions and transfers.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Identifies training needs for business units and individual executive coaching needs.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Performs other related duties as assigned.

Must Have Requirements:

Technical Skills / Knowledge Required:

Good Communication and Presentation Skills

Adept at stakeholder management and ability to handle conflicting priorities

Experience in implementation of Talent Development processes (including L&D interventions), demonstrate resilience and strong influencing skills

Nice to have Requirements:

• DISRUPTIVE THINKING

The role is critical in driving the success of Maxwell as we scale-up, by way of disruptive ideas and implementation.

• FAST PACED CULTURE

The role requires the ability to work in a fast paced and growth oriented environment. The person should be passionate about their work, and have the ability to roll up their sleeves.

• COLLABORATIVE AND INFLUENCING ABILITY

The role requires the incumbent to work closely and coordinate with the internal and external teams to create success. S/he should be able to seamlessly navigate these relationship dynamics in a high growth, young, agile business environment. S/he should be able to negotiate and influence internal and external stakeholders to drive decision making.