Country HR Lead

Job Description

Leads/Manages all HR processes including recruitment, compliance, performance management, compensation review, learning & development, talent management, career planning & capability building while taking data driven decisions and contributing to organization development and change initiatives.

•  HR Planning & Budgeting
• Develops HR plans for the business unit while incorporating the requirements & challenges of functional heads and corporate guidelines.
• Prepares annual HR budget and works as a point of contact for planning & budgeting of all functions, analyses budget vs. actual hiring data.
• Organisation Design
• Analyses data on organisation structure, accountabilities, and spans of control to support the business case for redesign.
• Assess the impact of the design on factors such as behaviour, attitudes, culture, systems and communication flows.
• Partners with internal stakeholders to gain insight into opportunities for efficiency improvement.
• Payroll Process & related compliances
• Manage the monthly payroll coordinating with Finance & external consultants.
• Partners with Finance to ensure compliance with all employee & employer related statutory payments, records and maintains the documentary evidence for the same.
•  Talent Acquisition & Development
• Recruitment, Onboarding & Induction, Supports Stakeholder & recruitment team in making the right resourcing choice to fill need for example permanent staff member, fixed short-term contract, experienced hire. Analyses job descriptions & provide inputs for providing role clarity to the incumbent.
• Conducts BEI interviews for relevant roles and monitors execution of onboarding and induction process for new joiners.
•  Talent Management
• Implements a talent management framework within the unit as per corporate guidelines.
• Plans role rotation of employees in collaboration with the leadership team.
• Identifies future roles for the top talent and map at least two talents with all the pivotal roles.
• Organizes Career conversation of the employees anchors mentorship program for the identified top talent.
• Designs retention measures by identifying reasons for attrition and high-value employees at risk of leaving.
•  Performance & Rewards
• Performance Review
• Participates in goal setting and monitors half yearly & annual performance review while coaching, counselling, and enabling managers at various stages of the Performance Management Process.
• Enables execution of promotion guidelines and ensures timely closure of performance review process.
• Identifies development needs and performance improvement programs required after discussion with respective functional heads
• Compensation & Benefits
• Designs R&R; programs and executes compensation review in various functions within corporate guidelines and presents exceptional cases to Corp C&B; for approval.
•  Learning & Development
• Provides inputs to corporate L&D; on training needs and programs required.
• Identifies trainers & drives employee participation in training programs; also facilitates training programs based on special requirements.
• Aligns organizational capability building requirements with individual skill building requirements
• OD & Change Management
• Create/Lead a change-ready culture by anticipating barriers and obstacles and working to remove them. Collaborates with managers/ stakeholders in developing the case for change, including creation of vision, key milestones, challenges, and success parameters.
• Highlights enablers and develops risk mitigation plans to deal with barriers/ resistance to change. Designs changes to strategy, structure or process of an entire system of the organization, department, work group, individual role or job to institutionalise change.
• Leads and influences change with and across areas to support implementation of major change initiatives.
• HR Analytics
• Collects and analyses HR data in order to improve organization's workforce performance.
• Leads the HR function in taking data-driven decisions to attract, manage, and retain employees.
• Employee Relations & Statutory Compliance
• Manages employee dissatisfaction or complaints by establishing formal grievance handling procedures and creating a safe environment for employees to raise their concerns.
• Creates channels to explain policies and rationale for actions or decisions.
• Provides accurate, timely information and support to ER advisers and managers who are leading the resolution of ER issues.
• Ensure compliances of all applicable statutory & legal laws.
• Co-ordinate with Compliance SPOC in India team and ensure maintenance of records. Ensure compliance to local labour laws
• Maintains employee registers/ conducts employee meeting as required by local laws.
• Documents all the statutory compliances on the tool and highlights if any deviations

Function: Other
Experience Level: Mid-Senior Level