Strategic People Management Specialist

14 hours ago

Erode, Tamil Nadu, India beBeeManagement Full time ₹ 17,90,476 - ₹ 24,15,559
Job Title: Strategic People Management Specialist

The role of the Strategic People Management Specialist is to provide effective people management support to the aligned business area, spanning approximately 200 – 300 employees across functions and geographies. This specialist engages with business leaders to enable and impact business success.

Key Responsibilities:
  • Strategic HR Interventions:
    • a. Develop and implement people strategies and organizational design to address current and future business challenges and opportunities, supporting initiatives and focus areas.
    • b. Design and recommend various Compensation & Benefits initiatives to attract and retain the required talent pool.
    • c. Partner closely with business leaders to identify ground-level risks and challenges and develop solutions to address them.
    • d. Review and analyze departmental data to identify trends and recommend solutions to improve performance, retention, and employee experience.
    • e. Stay abreast of the latest industry trends and best practices in HR, recommending and implementing improvements accordingly.
    • f. Implement and track communication plans within the defined area of responsibility.
    • g. Coordinate the performance review and appraisal process, ensuring alignment with business goals and employee development.
  • Growth Planning and Control Mechanism:
    • a. Contribute to the annual headcount planning and budget exercise, ensuring alignment with the Annual Operating Plan.
    • b. Coordinate with Heads of Departments (HODs) to finalize headcount requirements and implement the approved headcount plan within budgetary constraints.
    • c. Monitor and track the headcount plan to ensure it aligns with business needs and strategic objectives.
  • Talent Management and Succession Planning:
    • a. Develop and implement talent management strategies to identify, develop, and retain high-potential employees.
    • b. Create and execute succession planning initiatives to ensure leadership continuity and business sustainability.
    • c. Collaborate with business leaders to identify critical roles and develop plans to mitigate talent risks.
  • Employee Engagement and Culture:
    • a. Regularly visit various offices in the regions to interact with employees and gauge engagement levels.
    • b. Work with business stakeholders to assess, create, and implement innovative solutions for employee engagement initiatives.
    • c. Identify employee needs and concerns through formal and informal channels and address them promptly.
  • Exit Management:
    • a. Conduct exit interviews for all departing employees, maintaining and analyzing exit interview data.
    • b. Provide feedback and insights gained from exit interviews to identify areas for improvement.
    • c. Track and follow up on agreed improvement areas to enhance the employee experience and reduce turnover.
  • Rewards and Recognition:
    • a. Coordinate with HODs to design and execute monthly and quarterly rewards and recognition programs.
    • b. Align project plans, communication, and related efforts with HR initiatives to foster a culture of appreciation and motivation.
  • Project Management:
    • a. Lead and manage HR projects aligned with business objectives, ensuring timely delivery and successful implementation.
    • b. Define project scopes, goals, and deliverables that support business goals in collaboration with senior management and stakeholders.
    • c. Develop project plans and associated communications documents.
    • d. Effectively communicate project expectations to team members and stakeholders in a timely and clear fashion.
    • e. Monitor and report on project progress, identify risks and issues, and implement mitigation strategies to ensure project success.

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