People Operations Lead (10-20 yrs)

Minimum Qualification: MBA - HR

Minimum Experience: Experience in HR Operation role with leadership position managing multiple clients/ businesses.

Knowledge, Skills & Abilities: Business Analysis Skills

- Project Management Skills

- Planning and Prioritization

- Recruitment knowledge and Team Management Skills

Job Summary:

Partner with the business to ensure operational effectiveness and optimal management of the human capital in the business.

Key Responsibilities and Deliverables:

- Attraction, Selection and Recruitment of People

Attraction & Selection:

- Ensure forecasted staffing requirements are documented and action accordingly (including seasonal demand planning)

- Drive the Recruitment, selection and placement of candidates in terms of agreed recruitment and selection process (including pre-selection processes)

Retention:

- Support and guideline in how to motivate and lead people

- Analyze and interpret information to report and present to the Group, Business Unit and Client

- Ensure systems are utilized to full capacity and maintained accurately

Effective business partnerships

- Actively build relationships and network with business team and line management (including internal and external stakeholder) to gain a thorough understanding of operational impacts on the business through communicating appropriately and proactively providing solutions to address business needs relating to people.

- Work to align HR objectives with business objectives and strategy (two-way alignment in terms of purpose and direction)

- Create an annual HR plan based on the stated purpose and direction of the business

- Identify existing or potential problem areas and advise management team on how they can use HR processes to make improvements

Effective HR Administration (including compliance)

- Ensure effective and compliant HR Administration service is place

- Effective management of administrative processes in relation to the employee life cycle

- Identify and manage risk associated with HR processes (e.g. leave liability, benefit administration, etc.)

- Ensure effective and accurate implementation of Payroll and ensure that risk areas and exceptions are identified timeously and addressed (for example stop pays, temporary upgrades, etc.)

- Ensure all legislative and compliance requirements are adhered to and risks identified and mitigated

- Facilitate annual increases, bonuses and incentive payouts

- Compile effective HR budget through analysis of needs and negotiate agreements with business units

- Effective management of employee relations and climate (including retention)

Employee relations:

- Analyze staff turnover and consult with line Mangers / HOD to make improvements

- Monitor and Ensure consistency in application of HR and disciplinary processes and procedures

- Ensure employee wellness practices and processes are in place and adhered to

Climate:

- Facilitate implementation and management of organizational climate surveys such as Engagement Survey, Exit Survey, value Survey, Stay Survey etc

- Ensure action plans are driven within business in order to address identified development areas

- Ensure exit interviews are conducted throughout the business and conduct exit interviews where - applicable (i.e. senior management)

- Analyze and develop action plans based on results in accordance with retention strategies

- Ensure reward and recognition plans in place in line with business and group needs

- Ensure employee communication forums are in place

- Analyze and interpret information to report and present to the Group, Business Unit and Client

- Effective management of talent and succession planning

Performance management:

- Ensure the Values Survey is effectively implemented throughout the business in line with annual cycles

- Ensure annual increases are in line with performance appraisals

- Succession management through the Signify process

- Ensure effectively implemented throughout the business in line with annual cycles

- Ensure succession plans are managed effectively and report accordingly (progress management)

- Ensure implementation of PDPs

Training and Development

- Support all training and development plans Ensure implementation of PDPs

- Career Pathing and Succession Planning

- Assist business to identify and manage talent

- Educate line management on the need for talent management and succession planning within the business

- Facilitation of diversity, change and transformation processes

- Transformation and diversity management

- Ensure ED&I plans are in place and targets are met

- Ensure ED&I Council is in place and strategy adhered to

- Create a climate that is conducive to the ED&I agenda

- Ensure appropriate participation at the India ED&I Council

Change Management

- Ensure CM is applied to new projects and key environmental changes

- Advice and guideline management on change management processes

- Analyze and interpret information to report and present to the Group, Business Unit and Client

HR Project management

- Identify, plan, manage and implement ad hoc projects (largely based on client initiatives)

- International development projects

- Update organizational design in consultation with business units

- Analyze and interpret information to report and present to the Group, Business Unit and Client

Information Management and Reporting

- Ensure that key stakeholders are equipped with reliable and accurate information regarding human capital

- Ensure real-time information of key metrics in area of responsibility

- Automation and digitization of people systems and data

Effective leadership and team management

- Through effective inspirational leadership, facilitate the creation of accountable, full-service teams who understand and strive to meet the needs of all clients

- Continually inspire, motivate and develop people to understand what is expected of them (co-create a team / organizational culture of high accountability)

- Take full responsibility for performance of all direct reports, motivating and managing them in relation to quality standards and agreed benchmarks and objectives, focusing on all aspects of sound

People management

- Recruitment

- Development

- Remuneration and Rewards

- Performance Management

- Career path planning

- On-the-job training, coaching & mentoring

Effective self-management

- Follow through to ensure that personal quality and productivity standards are consistently and accurately maintained.

- Demonstrate consistent application of internal procedures

- Plan and prioritise, demonstrating abilities to manage competing demands

- Demonstrate abilities to anticipate and manage change

- Demonstrate flexibility in balancing achievement of own objectives with abilities to understand and respond to organizational needs.

Key Competencies

- Transformative leadership

- Judgement & decision making

- Change leadership

- Emotional maturity

- Coaching & development of others

- Team leadership

- Diversity empowerment

- Critical thinking

- Industry & business awareness

- Challenging concepts