Job
Description
Job Title: Manager - People Operations (HR) Summary: This role is responsible to successfully develop and execute day-to-day HR and employee relations activities for the employees in India Technology Centre. This position will ensure excellent performance of HR processes, compliance and activities by collaborating with local leaders and supervisors to execute the business and HR strategies to support growth. This role has a close working relationship and supports the Global HRBP for Technology. The ideal candidate will model behaviors that align with the company s Core Values and coaches/influences others to do the same, especially leaders and managers. This role is critical for employee engagement. Other responsibilities included are multiple aspects of the employee lifecycle, including, but not limited to facilitating recruiting, employee relations, training and development, performance management, compensation, pension, benefits, etc. The role will utilize knowledge of local divisional/functional business objectives and functional HR knowledge and expertise to support and advise local leaders and managers on HR-related issues, including policies, processes, programs, etc., to help meet local business goals and objectives. Responsibilities Include: 40% HR Advising / Coaching / Business Partnering Advise managers and supervisors regarding managing employees Lead in cross-functional collaborative discussions, working sessions Design and Facilitate team sessions Key member of Site leadership and strategic HR business partner to identify hiring needs Advising, developing and ensuring compliance on all country processes and policies Faciliate annual processes such as Performance Management, Salary planning 30% Employee Life Cycle Ensure new employees receive site-specific new hire orientations. Employee changes: Adjustments / Promotions Employee Relations Manage in conversations with employee / manager Address employee concerns / issues / investigations in a timely manner Listen and respond to employee concerns Implement HR programs, policies, practices and tools locally, including performance management, Goals and Objectives, Development Planning, Change Management, Corrective Action, Relocation, etc. Advocate for employees by resolving conflict and seeking win-win solutions, promoting positive and effective associate relations and influencing a focus on human issues in the organization Payroll and time and attendance support as needed 10% Talent Management / Staffing Recruiting efforts including but not limited to advising managers on the process, creation of job descriptions, and participation in the interviewing and selection process to facilitate selection of best qualified candidates. Partner with Talent Acquisition COE to determine process and strategy to fill vacancies and attract diverse talent. Employee Development - Identify high potential talent and successors relevant development needs. Training Development - Facilitate training on key company processes, to ensure leaders, managers and employees have a solid understanding and to drive common practice throughout the company. Recognition - Foster an environment where recognition is a regular part of the workplace culture and ensure that recognition is based on objective achievements and contributions 5% Compliance and Policy Ensure Up to date on legal and compliance requirements within state / country / employee population Manage Local policy upkeep / changes / introductions 15% HR Skillset Development Maintain basic business skills, such as PowerPoint, Excel, Workday, SharePoint, Workday and Service now Develop strength in the suite of Core HR skills: Talent Acquisition, Employee Lifecycle Relations, HR Systems, Compliance, Development and Performance, Coaching, Total Compensation and internal equity Build/maintain external market knowledge critical to region Initiate continuous improvement to HR processes to eliminate waste and raise service levels, including process documentation, workflow optimization, reassessing the value of work tasks Decision Making Authority: Capable of making tactical decisions that result in positive outcomes Able to coach manager/leaders towards positive employee relations Able to take a proactive position on workplace issues to work toward swift and balanced resolution. Autonomy in role to make relevant decisions guided by HR policy and practice, and legal counsel. Travel Requirements: Varies depending on client group assignment and business need. Key Relationships: Client group employees and managers Global Technology team Local HR team and Global HRBP for Technolof COE contacts for Compensation, Benefits, Talent Acquisition and Talent Management HR Services HRA, Payroll and HRIS contacts Key Metrics Role is Accountable For: Hiring within Guidelines Attrition and Retention in alignment with industry benchmarks Timely completion of employee lifecycle transactions may be made to enable individuals with disabilities to perform the essential functions. Qualifications: The following are required for the role Minimum Qualifications 8+ years of HR experience Masters degree (MBA/MSW) full time course in HR, Industrial Relations, Business or equivalent experience Knowledge of India labor and employment laws and practices Proficiency with Microsoft Office Suite. Capable of multi-tasking and managing competing priorities Demonstrated self-starter with proactive experiences Preferred Qualifications Workday experience Matrix environment experience Experience supporting a growth strategy/region. Technology experience Possess sound knowledge about the various HR functions and processes Ability to effectively work, communicate, partner and manage multiple stakeholders at all levels within a Matrix organization. Understand the organizational dynamics and apply knowledge to resolve problems. Committed, dynamic, passionate, go-getter, team player with managerial and execution capabilities Analytical and strong decision making ability based on intuitive and logical reasoning. Good presentation skills
