Executive

**Position Title
Executive / Senior Executive HR

**Department
Human Resources

**Level/ Band
201 / 251 Executive/Senior Executive

**Role Summary**:Responsible for general HR functions and processing Head Office - Thane

**B **Organizational Relationships**

**Reports To
AVP Human Resources

**Supervises
Individual contributor

**C **Job Dimensions**

**Geographic Area Covered
Specific HR subprocesses for Zone (based on the process being managed)

**Stakeholders **Internal
Zonal function managers (execution of HR processes, exception handling, PMS, etc)

Corporate HR (process management)

F & A (employee related reimbursements)

**External
Vendors (Recruitment sourcing, commercials)

Potential recruits

**D **Key Result Areas**
- **Talent Acquisition -**
- Ensure timely, cost effective, quality capacitisation per budget headcount approval as per the role scope-
- As per approved annual business and manpower plans, adhere to the talent acquisition policy / processes of the Company. Ensuring quality of talent entering the organization. Ensuring diversity as per organizational requirements- Advising and planning for Manpower needs along with business leaders, based on Industry Trends, Businesses and HR practices**Compensation and Benefits**:

- Ensuring offers are in line with client compensation philosophy and maintaining parity in offers with current employees. Increment and Incentives as per company policy and norms.**HR Analytics**:

- to drive the business imperatives, HR dashboards for the business and transformation projects, maintain MIS.**HR Services **-Undertake key processes in spanning the employee's lifecycle and ensure resolution of pendencies- Ensure that joining formalities, documentation, HR Induction and onboarding for all employees are complete. Induction and Joining formalities- Ensuring the new joinees are properly inducted. Introducing the new joinees to the organization's functioning, culture and values. Educating employees on HR policies. Spreading client culture. Monthly tracking of the new joinees progress and comfort**Employee Engagement **-Handle Employee Engagement end to end by conceptualizing creative cost efficient activities to boost employee engagement and morale across all departments and tenures, Conduct Pulse surveys and Exit Interviews to drive retention of Talent and Build a Highly engagement work culture.- Proactively scan and develop programs around the pillars of organization culture ( Fun Time, Birthday celebrations, Festivals, Long Service Awads, Sports events, Annual Party etc)- Develop and implement measurement and feedback systems that improve contribution of individuals and teams to business performance, ensure awareness and timely dissemination of policies and practices, encourage openness and transparency, actively listen to employee concerns both work related and personal, evaluate motivation and satisfaction level through personal interaction and satisfaction surveys, assess employee's expectations to effectively reduce turnover and conduct exit Interviews to overcome the pitfalls.**Performance Management **-Track employee performance management spanning goal setting, Confirmation, etc.- Ensuring Appraisals and Performance Reviews are conducted on time and fairly. KRA setting as per approved process. Tracking productivity and developing plans for improvement of low performers. Working with low performers on the field to understand and document true reasons for poor performance. Counselling and coaching of low performers. Ensure fair performance reviews are conducted.**Miscellaneous **-Assist in data collation and MIS for Zonal HR sub processes to enable planning for action by Department- Track employee queries and liaise with Corporate teams for resolution- Execute Labour Law Compliance requirements for branches at Zone- Track vendor commercials and resolve operational issues- Participate in risk mitigation plans, contingency planning, business continuity programs by executing and reporting within defined timelines. Highlight and recommend process gaps, flaws and process changes- Assist in Talent Management initiatives**E **Competency**:
**Competency
**Proficiency Scale
**Proficiency Scale Description
**Business Understanding and**

**Domain Knowledge **Understands the key business and regulatory drivers for

**performance, analyzes trends in the markets and develops commercially viable strategies keeping in mind the short and**

**long term organizational goals. Has a thorough understanding of knowledge and skills sets required to excel within the**

**function in order to build a business model leading to sustainable growth for the**

**Organization.
2

Takes efforts to understand market trends and its impact on the function. Is aware of the products, processes, developments as applicable to the industry. Demonstrates understanding of policies, procedures and risks involved and aligns well with the overall organizational strategy.

**Networking and Influen