Senior Specialist - Human Resources

Roles & Responsibilities:

1. Talent Management & Organizational Planning

• Support organizational design and workforce planning initiatives aligned with business goals.
• Contribute to the development and implementation of career pathing, succession planning, and high-potential (HiPo) identification frameworks.
• Partner with leaders to identify capability gaps and coordinate with L&D to design the development interventions.
• Drive Rewards & Recognition (R&R) initiatives and ensure consistent execution across the organization.
• Monitor the effectiveness of talent programs and provide recommendations for continuous improvement.
• Support in effective performance management processes and feedback mechanisms employees to conduct meaningful performance dialogues.
• Drive process efficiency and automation to enhance HR service delivery.

2. Payroll & Statutory Compliance

• Ensure compliance with statutory requirements (PF, ESI, LWF, Gratuity, etc.).
• Conduct regular compliance audits and remain updated on changes in labor laws and regulations.

3. Strategic Workforce Planning (Attraction)

• Partner with business leaders to anticipate and forecast future talent needs aligned with the units strategic roadmap.
• Conduct proactive skill gap analyses to identify critical workforce capabilities required to meet future business objectives.
• Collaborate with the Talent Acquisition team to develop recruitment strategies, define ideal candidate profiles, and ensure cultural and technical alignment in hiring.

4. Performance Management & Development

• Supporting the department & organisational goals alignments and feedback to the leaders on PMS data hygiene. Support in managing the performance review and calibration process, ensuring consistency and fairness across teams.
• Support low-performance management through actionable development plans and constructive feedback.
• Facilitate career development planning by promoting the creation of Individual Development Plans (IDPs), aligning employee aspirations with organizational goals, and recommending relevant training or project opportunities.

5. Succession Planning & High-Potential (HiPo) Development

• Support and facilitate talent review and calibration sessions (e.g., Nine-Box reviews) to assess and identify high-potential employees.
• Contribute to the design and implementation of accelerated development programs for HiPo talent, including mentorship, job rotation, and leadership development opportunities.
• Analyze people data (e.g., turnover rates, engagement scores, exit interviews) to identify retention risks and recommend targeted solutions to enhance engagement and reduce attrition.
• Leverage HR metrics and people analytics to enable data-driven decision-making and provide actionable insights to business leaders.

6. Change & Culture Champion

• Support and lead aspects of organizational change initiatives (e.g., restructuring, mergers, technology implementations) to ensure smooth transitions and effective communication.
• Foster and promote a positive, inclusive workplace culture that reflects organizational values.
• Assist in managing complex employee relations matters, including grievances and conflicts, ensuring fair, compliant, and balanced resolutions that align with both employee and business interests.

Skills

Succession Planning,Effective Communication,Talent Management