Location
Bangalore | India
Job description
Delivery:
- Monitor organizational behaviour and cultural alignment with appropriate occasions for SG-GSC to reward individuals.
- Deploy and monitor systems that hold people managers accountable for this critical responsibility.
- Build a collaborative, transparent, open and employee friendly environment through employee connect and communication initiatives.
- Ensure adherence to Employee activity calendars, monitor and facilitate Action Planning.
- Utilize talent to constantly collect feedback and suggestions regarding Policies and Practices within SGGSC, analyze internal and market trends on similar issues and concerns; facilitate discussions on policies and action planning.
- Ensure development of appropriate policies and practices.
- Ensure a strong channel to ensure communication dissemination.
- Enable Business Lines maintain discipline within their teams. As and when required, take appropriate disciplinary action in line with the organization's policies and practices.
- Ensure focus on 360 inputs to most employees.
- Ensure close Management of Performance Improvement Plans for poor performers, track progress; analyze trends and suggest solutions for identified systemic issues.
- Ensure that collated Personal Development Plans identified by individual and their Managers address individual needs as well as the changing needs of the business.
- Oversee the effective goal-setting and deployment process across Business Lines to ensure business goals are aligned and cascaded throughout the organization as per defined schedule.
Change Management
- Contribute to development of SG GSC strategic transformation programs
- Ideate / seek and/or collate feedback from employees of HR on GSC roadmap; convert them into actionable initiatives and market / sell them appropriately to GSC-Exco for necessary decision making and execution
People Management
- Focus on methods to increase retention and engagement within HR.
- Analyze causes for attrition; find solutions and improvements to keep attrition low or in line with organizational targets.
- Drive a culture of floor walks, town-halls, fun at work initiatives etc.
- Ensure detailed root cause analysis of Exit interviews to develop systemic corrections.
- Develop and implement retention plans, there by collaborating with the HR Specialist team.
- Implementation of EWS in your respective BLs.
Profile required
- Understand the Business and Organization :
- Gain knowledge of the business and industry segment of SG-GSC, its clients, suppliers, vendors and competitors; understand SG-GSCs business model, business strategy and business plans to ensure alignment of HR initiatives.
- Establish credibility and build a good rapport with Business Line Heads (clients), the team members as well as with local BL Heads and Managers external brand building.
- Drive ownership related programs
- Diagnose appropriate solutions; implement them successfully
Organizational Development
- Understand the various nuances of the organizational culture of SG and deliver organizational interventions and strategies that promote SG culture, increase collaboration and alignment of SG-GSC with SG, increase opportunities for innovation and enable a work environment that helps SG-GSC get improved returns.
- Explore opportunities to promote a unified SG culture and drive a culture of growth, accountability / ownership and service orientation.
- Create links between culture and behaviour through appropriate policies and procedures. Monitor organizational behaviour and cultural alignment with appropriate occasions for SG-GSC to reward individuals.
- Deploy and monitor systems that hold people managers accountable for this critical responsibility.
Talent Management
- Drive Commitment related programs
o Establish a good rapport with team members as well as with Operating Heads ALL
o Respond to queries and interpret Policies and Practices of SG-GSC promptly, ensuring little or no escalation of issues to the next level.
o Analyze trends, feedback and suggestions regarding Policies and Practices within SGGSC and compare with industry trends on similar issues and concerns; facilitate discussions on policies and action planning
o Recommend policies and practices to enable quick decision making and deployment
o Build a collaborative, transparent, open and employee friendly environment through Employee connect and communication initiatives.
- Create and ensure adherence to Employee activity calendars, derive key summary notes, monitor and facilitate Action Planning. Contribute significantly to Organization s Newsletter
- Enable Business Lines maintain discipline within their teams. As and when required, take appropriate disciplinary action in line with the organization s policies and practices.
- Work with Business Lines to Orient and induct New Hires into SG-GSC successfully.
- Implement the SG GSC level RR program there by collaborating with the HR Specialist team.
Performance Management and Talent Development
- Oversee the effective goal-setting and deployment process across Business Lines to ensure business goals are aligned and cascaded throughout the organization.
- Ensure new-hire orientation to Performance Management Process and Tool within one month of their joining.
- Ensure Mid-Year and Annual Appraisal and ACR calendar of events are drawn up and communicated for the year and managed closely viz. kick- off on schedule, tracking progress and timely completion as well as monitor quality of feedback.
- Ensure focus on Balanced Score-card and 360 inputs to most employees.
- Ensure close Management of Performance Improvement Plans for poor performers, track progress; analyze trends and suggest solutions for identified systemic issues.
- Ensure every employee across the organization undergoes a robust Career Discussion. Focus on driving initiatives that enable meeting of a significant number of career aspirations through identifying internal and SG group level opportunities
- Ensure that collated Personal Development Plans identified by individual and their Managers address individual needs as well as the changing needs of the business.
Job tags
Salary
