Senior Manager - HRO

• Graduate in any stream HRO domain experience including Global payroll processing, Employee Data Management, Benefits, Talent Acquisition & LearningExperience in HRMS/ERP like (SAP, SuccessFactors, Workday etc
• Results and deadline drivenExperience in managing global engagement of 100 -200 FTE teams
• Experience in invoicing and billing and P&L management
• Experience in managing operations in third party environment Good to have
• Experience in multi country payroll processing will be an advantage
• Experience on Payroll systems such as ADP Streamline, Celergo, SAP Payroll, CGI, Lessorlon, Decidium or Dayforce will be added advantage Six sigma green belt trained will be preferred
• Exposure to WFM tools would be a plus
• Provides subject matter and domain expertise for the functions being services for the client, brings about Process and Productivity Improvements in coordination with internal teams and per client and organization targets
• Works in coordination with technology group who support the project and manages the requirement gathering, testing, sign off and UAT from the client for the changes in the processes Financial, Revenue, Business growth related
• Accountable for protection of existing revenue plus revenue growth in the engagement both from existing service offerings
• Works on the annual budget and business plan aligned with corporate / divisional objectives for the engagement
• Coordinates with the account manager for the account plan (New areas of growth), in order to achieve the business objective of the engagement
• Validates and prepares business case for identified opportunities within existing service lines for growth
• Discuss and plan for foray into new services in order to meet business objectives Identifies opportunities for work redesign, work flow enhancement, shift utilization, Staff mix, staff utilization in order to meet / exceed internal financial goals People Management
• Identifies training needs for operation managers and signs off on the engagement training plan in order to ensure competency development across domain, operations and behavioral
• Creates career development & succession planning for direct reports
• Reviews the career development methodology for the engagement in order to ensure sustainable employee engagement & motivation in the engagement
• Accountable for metrics like Employee Satisfaction and Attrition
• Transformation Projects
• Lead and participate large-scale transformation projects
• Work proactively with Client stakeholders to refine their current business processes or develop a new operating model in line with competitive and market forces
• Also identify strategic capabilities needed to create and sustain one or more sources of competitive advantage
• These capabilities may come in the form of process, information technology, organization enablement, or knowledge
• Identify best practices and client performance gaps, if any
• Use tools to identify, align, and change the factors that affect performance, stability, and teaming and develop comprehensive transformation recommendations

Contact Person-Maheshwari Balasubramanian
Emailmaheshwari@gojobs.biz