Manager

Level-Manager :

· Collaborate with HC/ Business leadership to act on the changing needs and priorities of business and develop an appropriate HR strategy to meet business objectives

· Based on business priorities, proactively discuss and propose new HR initiatives, policies and processes to the Competency leaders in consultation with the BU HC leader and /or HC sub teams

· Liaise with Competency leaders to share workforce models and plan talent interventions as per the approved budget with a focus on cost, utilisation, span rationalisation, employee engagement framework, etc

Identify critical positions for the Competency to develop diversity interventions, leadership development and upskilling

· Implement BU specific interventions aimed at providing exposure-opportunities to identified employees in order to aid career-growth, multi-skilling and succession-readiness through job-rotations and client-movements with a strong focus on client delivery and utilisation

· Deploy the Performance management agenda for respective BU including setting performance goals, administering appraisal process, appraisal results, handle employee queries etc. and contribute towards maintaining a performance driven culture

· Provide advice and recommendations to business on employee performance plan including measures, desired results and standards

· Lead the year end moderation discussions for employee appraisal process to ensure the reviews are conducted in a non discriminatory fashion and the employee rating and promotions are fair

· Program manage the annual compensation review for the Sub SBU (Competency) in collaboration with the Total Rewards CoE and ensure that implementation of a cohesive market driven compensation philosophy

· Guide and coach managers on conducting performance coaching discussions for their subordinates and ensure consistency in the performance process within location/ SBU wise

· Implement and roll out process/ policies/ plans and initiatives whilst managing and promoting them with the support of the Competency leader and HC sub- teams

· Implement and execute special HC projects within the business in conjunction with the business/HC leader

· Manage Retention management and exit interviews and support the business in analyzing the data and provide innovative solutions to improve retention rates

· Manage sensitive employee relation cases in compliance to stipulated procedure outlined by OGC

Desired Skills

· Strong interpersonal and communication skills

· Strong business acumen and leadership capabilities

· Ability to influence/persuade stakeholders

· Open to learning and comfortable to work in a continuously changing environment

· Proactive and robust thought process

· Meticulous and committed attitude with an eye for detail and analytical abilities

· Understanding of general HC policies and processes

· Proficient in MS Office particularly Excel, PowerPoint and Word