Function Head

Job Description : The incumbent Regional Head is responsible to lead the strategy, design, and execution of the organization’s HR shared services function. This leader will be responsible for delivering best-in-class HR operational services including payroll, HRIS, employee data management, compliance, and employee support services. The role requires strong operational excellence, technology transformation skills, and a deep understanding of HR processes. Process involves support provided to a spectrum of Human Resource (HR) functions which are largely transactional in nature. Responsible for providing strategic direction and leadership in managing the priority, productivity and accuracy of day-to-day HR operations for service center in accordance with the Bank’s business objectives and plans. Manage a large team/s engage in reviewing of transaction as per the key standard operating procedures and guidelines, evaluate the risk and complexity in the process, Drive core operational rigor by maintain the Quality and timely delivery of services, mobilize the resources appropriately and ensure appropriate documentations/procedure manuals etc. Drive transformational and transversal initiatives to improvise the set up to match the industry standard models. At a people level conduct performance review ,manage resource utilization and mentor team members. In addition, manage the partners and work with leadership to contribute to strategic topics and initiatives. Head the service delivery for a region or regions Define strategic (short-medium) framework of the team to be in-line with organizational Objectives and vision. Strategic Leadership: • Design and implement the HR shared services strategy aligned with organizational goals. • Lead transformation initiatives to improve service quality, reduce cost, and enhance employee experience. • Serve as a strategic advisor to HR and business leadership. Delivery: • Lead the HR operations team within the shared service centre. • Ensure timely and accurate execution of core HR processes: onboarding, offboarding, employee data management, payroll interface, benefits administration, employee letters, etc. • Develop and monitor service level agreements (SLAs) and KPIs to ensure high-quality service delivery. • Balances and prioritizes own and/or others' activities to make sure critical items are • addressed • Identifies and addresses priorities, potential obstacles, constraints and dependencies when • developing/managing plan or schedule. • Generates clear/realistic estimates, plan and schedule that helps others understand what • needs to be done. • Builds in review time (e.g., peer reviews) to ensure work is reviewed and accurate. • Makes sure individuals have the tools and resources needed to do their work. • Streamlines decision-making processes where possible. • Follows up with clients/customers to make sure requirements have been met Maximizes Team's Performance: • Facilitating and motivating high performance of and collaboration among team members • Provides team members with a clear sense of direction and understanding of each other’s • responsibilities • Structures activities/projects to enable reasonable workload and work/life balance. • Assigns responsibilities to effectively take advantage of available skills and address • development needs • Is available to and approachable by team members • Focuses energy on solving issues rather than blaming others • Encourages open discussion of issues, ideas and competing viewpoints to build ownership • Ensures individuals receive timely and helpful performance feedback. • Recognizes and rewards individual and team accomplishments • Supports team's and organization's decisions regardless of own position • Initiate adequate training programs to induct and develop staff across: new joiners, • reinforcing operational excellence for production staff, building expertise and developing • managers • Be selective in Talent identification and ensure specific actions are implemented for AST • groups. Showcase the Talent in your BL across the organization as well across Global BL and • GSC to ensure appropriate positioning and contribute to Talent sourcing and Diversity • objectives / targets of departments • Drive efficiency initiatives in the delivery of the team Drives to Add Value a. Relentlessly pursuing objectives regardless of obstacles and setbacks. I. Sets challenging (i.e., stretch) objectives and standards. ii. Asks questions to clarify the objectives behind an activity or deliverable iii. Identifies and implements improved/innovative work processes or client/customer service iv. Drives activities to ensure value is added and/or requirements and milestones are met v. Sustains high level of focus, effort and energy when needed vi. Makes sure that implications of decisions are thought through and addressed, regardless of who has responsibility Technology & Systems: • Oversee HRIS operations (Workday, SAP, Oracle, or other systems). • Partner with IT/HRIS teams to improve system functionalities and resolve issues. • Drive automation and self-service adoption across HR services. Innovation and initiatives: a. Be responsible for transformation and change management in department b. Promote a culture of strong constant evolution and innovative thinking. Contribute to GSC’s innovation initiatives. Proactively drive initiatives on future challenges for GSC c. Lead and implement transformational and transversal initiatives within HR to improvise current business processes and also experience working in a shared service model / set up is preferable Data Quality Management: • Manage and improvise Data Quality on HR system by strengthening the DQM activity • Build control towers and monitor periodical and report the quality trend Compensation support activities: • Deliver support activities related to Seasonal activities, Build expertise and take up delivery responsibilities Annual and seasonal activities, like ACR, C&B and GESOP etc Risk and Audit / compliance a. Managing risk b. ensure Zero operational loss c. ensure all audit recommendations are put into practice d. Standardize and continuously improve HR processes to increase efficiency and scalability. e. Ensure compliance with labour laws, data privacy regulations (e.g., GDPR), and internal HR policies. f. Conduct regular audits to ensure data accuracy and policy adherence. Reporting & Analytics: • Generate regular and ad-hoc reports (headcount, attrition, HR metrics, etc.) for business leaders. • Use data to identify trends, inefficiencies, and areas of improvement.