Planning and Execution of employee engagement activitieso Devising and implementing

an Engagement Calendar for the respective BUs by liaising with BUGMs/HODs under
the allotted budget and maintaining the engagement level of employees
exit interview analysis, Attrition analysis, ops review, dashboard for transfer, skip level,
CAP, confirmation/probation, pointers (highest and lowest), promotion etc.Organizational
Designo Maintaining BU hierarchies and chartso Providing inputs for master database
updation on changes in employee profile/reporting relationshipsEmployee Record
Maintenanceo Maintaining and Up keeping personnel files (live and exit employees).

Support business needs by helping managers formulate long term talent strategy
to attract and retain key resources through proactive career planning

Supporting assigned BU for end to end HR activities including attrition control,

workforce analytics, Engagement of Employees, Management of Performance,
Reward and Recognition and Career Development

Optimizing HR as a function through technology by successful implementation of

HRIS to drive continuous improvement

Performance Management Specialist

Responsible for the development and implementation of organization wide

performance appraisal program.

Responsible for development and implementation of organization's core

competencies, core values, and key performance measures into performance
appraisal system.
Analyzes and reports on measurement results.

Provides ongoing oversight and support to ensure that performance measures

are being used to effectively manage operations, identify and manage risks, and effect
organizational change.

Work with the HRBP Leader / leadership team to drive a people agenda/planning
which underpins and supports the delivery of the business goals and drives employee
engagement

Understand organisation's strategic direction, the business and competitive

landscapes, and relevant business strategies.

Contribute to the development of global and local initiatives within the People
Plan.

Continually challenge the effectiveness of the Business and people, and propose
improvements

Drive the HR agenda within the Business, ensuring that all people managers are
equipped and able to deliver against the annual recurring people management
requirements

Proactively manage the HR Business Partner supplier interfaces to ensure a

seamless experience for Leaders, People Managers and Employees

Identify training needs and coordinate with the L&D team for construction of
appropriate modules.

Employee separation process and exit interviews to formulate attrition mitigation

plans.

Collate reports based on regular Focus group sessions, One on One and skip
level meetings. Propose strategic changes and channelize change management within
the organization

Conduct dipstick surveys to understand the pulse of the unit and construct action
plans to address concerns.

Periodic meetings with senior management and team managers to understand

the team issues and design plans for corrective actions.

Routine management of employee issues including disciplinary matters,

grievance handling, change management and counseling.

Policy Awareness Sessions to educate and empower the employees.

For a small/less complex client group:

Utilizes fundamental business knowledge and a general understanding of HR

principles and practices to understand business imperatives and people impacts of the
functional, BU or product line strategy; works with sub-BU/Functional group to support
the development and execution of the BU/Function Strategy.

Supports and assits Center Client HR Managerr with Employee welfare, safety,
wellness and health and counselling is an important area of work and involvement in
the development and implementation of policy documents and handbooks that can be
referred to by employees.

Assists in the execution of the HR programs and initiatives , and strategy outlined
by the HR Leader for a client-focused area of responsibility

With regular oversight, implements proactive, innovative, and customer oriented

HR solutions for a small/less complex aligned client.

With regular direction, coordinates and aligns delivery of all HR services and
solutions for the function by working closely with Center client HR Manager and GHRS
team members..

With regular oversight, in conjunction with HR Shared Services, participates in

routine compliance related activities including HR audits for the teams assigned.

Support Center Client HR in the below mentioned activities:

Driving Performance Management for Business ( Procedure , timelines ).

Support in calibration and analysis

Evangelizing the performance culture by ensuring fact based review and 1:1s.

Driving competency assessment, Gap analysis and competency gap based

personal development plan of emps in the function.

a.Performance Management:

Driving Performance Management for Business ( Procedure , timelines ).

Support in calibration and analysis

Evangelizing the performance culture by ensuring fact based review and 1:1s.

Driving competency assessment, Gap analysis and competency gap based

personal development plan of emps in the function.

b. Employee Engagement

Championing the Global employee survey ( participation and actions )

Conduct One-o-one/ Project reach out/ --Skip Level Meet and action plan follow

up

Driving Leadership Connects through leadership touch points across all levels
c. Rewards & Recogniton
Collaborate with business in ensuring performance differentiation by initiation of rewards
and retention strategies.
Ensure outstanding performance is rewarded adequately and identify Innovative ways of
regarding at team & individual levels along with Center HR and respective functional leads.
d. Talent Management

Identification of HIPOs and management of HIPOs ( retention and engagement)

Partner with respective function to identify key and critical roles and ensure a
robust succession plan for the business