Head - HR Shared Services

Principal Accountabilities

• Employee Relations
• Design and improve HR processes so that they are comprehensive, provide best in class employee experience, bring in efficiency and mitigate risk
• Chart out HR automation agenda to meet overall HR goals in terms of employee experience, cost efficiencies and build scalabilities. Project based delivery of HR automation projects e.g. Success Factors (HR ERP), HR Chat bot.
• Drive HR operations (e.g. letter management, background verification, database management) across the employee lifecycle; by conducting periodic reviews, identifying improvements and solving issues faced by the team
• Serve as a controller for HR Policies, by driving adherence, identifying changes/improvement needed and overseeing updation/dissemination of policies to relevant stakeholders
• Act as custodian of HR policies, also keep them current and relevant
• Participate in ICs for POSH, by reviewing cases, brainstorming legal recourse and adhering to compliances set out in the sexual harassment policy of the organization
• Oversee onboarding requirements are met by team with respect to joining formalities and address escalated issues, as required
• Oversee off-boarding requirements have been met for all employees leaving the organization; Guide team to obtain all relevant clearances required, approve FNF calculations and statements and address any escalated issues
• Review audit findings and non-compliances raised in HR audits conducted by internal/external teams; Determine way forward to resolve non-compliances
• Payroll Management
• Review payroll report compiled by the team, review payroll numbers and resolve any discrepancies in collaboration with the Finance team
• Resolve escalations pertaining to employee salary issues (e.g. timeliness, amounts)
• Serve as the checker of overall payroll data (net pay register) to identify any discrepancies and resolve issues, as required
• Oversee FNF recovery by identifying employees who abscond, coordinate with legal team to pursue relevant actions, provide any material needed in the course of legal recourse
• Planning and Productivity Review + HR Analytics
• Lead breakdown of employee expense budget; Lead manpower budgeting conducted during AOP phase including headcount, grade allocation, location allocation, asset allocation, workstation allocation
• Partner with Finance to conduct budgeting for the organization (from a bottom line – headcount expenses perspective)
• Conduct monthly and quarterly review of incentive payouts with function heads
• Guide team to conduct monitoring of key parameters including productivity, attrition, overall expenses, incentives, hiring and other indices; draw inferences and engage with business teams to implement course corrections
• Breakdown work for internal team, track progress and resolve any issues faced by them
• Participate in regular reviews with business teams
• Lead team in conducting analytics around employee productivity parameters for various branches/verticals/channels
• Review dashboards prepared by team, distill key inferences for business and share with business teams to aid in decision making
• Oversee compilation of monthly channel data (including cost split) and dissemination to business heads (across sales/non-sales)
• HR Technologies Support
• Guide team to drive mobile system adoption by employees and oversee implementation of all HR technologies
• Oversee end-to-end HR technologies implementation (e.g. Chatbot, Success Factor Implementation) in coordination with relevant HR team
• Identify red flags, anticipate and address issues, across various technology projects
• Build and sustain relationships with key internal and external stakeholders to drive seamless implementation of technology projects
• Review dashboards prepared by team, distill key inferences for business and share with business teams to aid in decision making
• Training Project Support
• Guide team to conduct induction planning and execution, overseeing logistics support required, trainers needed, timely invitation sending
• Streamline training delivery methods and drive compliance of induction training (online and offline) attendance by employees
• Identify opportunities to optimize training costs/operations and other improvements during training execution
• Employee Wellness
• Lead team in designing, driving and monitoring wellness and employee benefits programs
• Oversee activities covering group medical cover, group special accident cover, and group term life insurance – renewals of policy, reconciliation of premium, driving the policies
• Team Management
• Participate in recruitment process to identify the right talent for various positions within the function
• Conduct training needs identification and drive adequate participation of team in training programs
• Implement the rewards and recognition policies within the team to ensure reinforcement of right behaviors
• Establish individual performance expectations and evaluation metrics, and regularly review individual performance

Identify and create development opportunities for team members to enhance functional knowledge