Assistant Manager - Performance Management & Policies (3-6 yrs)

Assistant Manager - Performance Management & Policies

Education/Certifications/Experience

- 3- 5 years' overall experience in HR (experience in Centre of Excellence roles in Performance Management, Policies is preferred (not mandatory).

- Minimum 3 years' experience in handling Org PMS Process (even if in an HR Business Partner/Generalist role ) is mandatory.

- A keen interest in Performance Management/Organization Development , and basic strength in fundamental concepts of HR are more important.

- Master's degree Required: MBA or equivalent preferred

Other Requirements:

Must- Haves:

- High sense of Ownership & Personal Accountability for Outcomes

- Excellence orientation: An eye for detail & strong quality focus

- Seeking Growth through Feedback

- Proficiency in MS Office Suite: Excel (Strong) & Power point (at least Medium)

- Strong proficiency in data skills: Ability to understand, define, accurately measure & publish Data metrics with high accuracy.

Preferred:

- Ability to take a long-term view of results while necessarily defining short-term milestones (including patience, self-belief and conviction in projects with long gestation period, to yield long term results.)

- Systems thinking - ability to join the dots to build a holistic solution

- Ability to build and leverage internal and external professional networks for Policy Benchmarking

Role: Performance Management and Policies Champion

- Owner of 'Performance Management' Function

- Includes ownership of the Org 'Performance Management' framework (a robust, feedback & competencies based framework - the 'Performance, Development, and Engagement Dialogue' Program)

- Includes PMS policy development, execution and compliance in letter & spirit.

- It also includes complete ownership of the PMS Tool

Owner of 'People Policies':

- Ensuring Policy Availability, Updation and Utilization/Impact in all countries where the company has presence (managing the Regional diversity successfully,

- Agility in formulation of new policies as per org/Business needs, employee feedback & external Compliance requirements

- Ensuring Policies are designed & executed to be in line with the ENERGIZE Model of People Philosophy at company, while also delivering Value for Business

- The above scope includes special effort w.r.t governance on Leave Policies

Policy Benchmarking:

- Process Automation Enablement in partnership with IT & other stakeholders

- Building a strong and fair performance driven culture

- Measurably improving the ESAT w.r.t Performance Management- as reflected in all People Scorecards (including Internal and External ESAT Surveys)

- Database/records Management, MI Reporting/Dashboarding, Knowledge Management: Strong, hands-on discipline

- AOP Management - plans and tracks spends against domain budget

Process Excellence & Execution Excellence:

- Development and Execution of domain processes (SOPs) and policies in letter and spirit, with high compliance & quality, including being hands-on in conducting last mile operations & logistics activities as needed.

- Effectively leveraging partnership with HR Shared Services (Operations) Team.

- Owning any Process Audits (Internal and External)

- Designing & Delivering impactful Communication to employees/employee groups (via mailers, intranet, sessions, etc) - For creating awareness, building brand for the programs and initiatives, creating value proposition for employees & achieving desired results/actions & ESAT. Partnering with Internal Communications & Employer Branding Teams meaningfully to achieve this.

- Stakeholder Management & Co-Creation of Solutions: With HR Business Partners, HR Service Delivery Team, Internal IT Team being among Key Stakeholders with most frequent interactions.