Sr. Manager / Lead - HR & Admin

1. Compensation Management (Benchmarking exercise)
2. Recruitment and Manpower Planning
3. HR Operations
4. Employee Relations
5. Payroll & Statutory Compliance knowledge is added advantage.
6. Training & Development
7. Performance Management
8. Office Administration

1. Earning Trust
2. Drive for Improvement
3. Building Relationships
4. Customer Service Orientation
5. Taking Initiative

1. Designing, implementing, and managing programs of compensation and benefits and job analysis for employer.
2. This position also involves conducting comprehensive job analyses to ensure accurate job descriptions and fair compensation structures. This position will provide expert guidance, lead initiatives, and collaborate with cross-functional teams to optimize the organization's compensation and benefits strategies. 

1. Will oversee workforce planning, employee engagement, performance management, employee relations, and organization design. In close collaboration with the Global Team Centres of Excellence (COEs), they will oversee and manage talent management, performance management, employee engagement, pay and benefits, HR procedures, policies, and initiatives, among other things.
2. The candidate, being a member of a Global matrix organization, bears the responsibility and shared leadership for supporting not only the operational viewpoint but also the goals of India's strategic Human Resource plan, which strives to attain optimal working culture and people management techniques.
3.  Being a crucial Business Partner and spearheading particular HR initiatives are two other crucial components of the position.
4. This position may communicate with recruiters, outplacement support providers, employee assistance programmes, HR consulting firms, external talent and candidates for important business roles, and all internal Human Resources team members.
5.  Managing workplace Health and safety management in the organization.
6. Annual Pay and Benefits Review: Support the delivery of the annual review; provide relevant payroll, market pay, and employee, engagement analyses and insights; draft employee communications and management briefings; prepare line-management decision-making tools.
7. Compensation and Benefits Program Design aligned with global policy.
8. Support the design and delivery of employee compensation structures and benefit programs; provide financial, market, and legal analysis and insights; draft elements of the technical design; draft internal management reports.
9. Human Resources Frameworks and Tools: Contribute to the drafting of Human Resources frameworks and tools for recruitment, performance management, development, career and succession planning, compensation and benefits, diversity, employee on- and off boarding, and retention of talent, within an area of expertise, ensuring compliance with specified design principles, internal policies, and external legal requirements. Enable the attraction, development, and retention of talent at a sustainable cost.
10. HR Data Analytics and Insights: Deliver complex analyses of HR data; identify key trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.