HRBP | Zonal

1. Business Partnering

a. Employee Engagement and Connect

· Take measures to percolate MSIL vision, mission and values across all customer verticals

· Performing Attrition analysis, Exit- interview excerpts, stay interview excerpts for facilitating business to take key decisions

· Identifying and driving employee engagement initiatives for AO/RO/ZO and HO

b. Statutory Compliances

· Liaising with appropriate government authorities for applicable labour laws

· Submission of Annual returns and other statutory documents to appropriate authority

c. Capability Building

· Performing training need identification for respective business verticals

· Facilitate in conducting specific training programs along with training academy for respective business verticals

2. HR Operations and Outsource Management

· Handling day to day queries of employees regarding policies, benefits, promotion, transfer benefits, SAP changes, HAPPAY related queries etc.

· Address or escalate all employee queries and grievances to concerned process owners and ensure fair and speedy resolution

· Performing outsource contract management for Head office

· Supporting in outsource hiring for field offices

· Performing time office management for field employees.

· Completion of payment related to FA/DA, school fees reimbursements, rent retention to field employees

· Supporting in distribution of Diwali gifts, long term service awards

3. Capability Development

· Identify training needs after discussion with the Division head in order to bridge skill gap in that particular area / Business, in collaboration with MSTA

· Discussion with Business to filter out relevant skill gaps and accordingly decide the action plan and share the same with the training academy

· Identify and explore various channels for Knowledge Sharing Sessions on employee development. Monitor smooth execution of Knowledge Sharing Sessions on trending topics relevant to the Business, with the help of internal or external Subject Matter Experts, for upskilling of the employees

4. Talent Acquisition & onboarding

· Support in end- to- end recruitment of lateral hires against the manpower requirement so as to meet the manpower target of the Business and ensure adherence of following hiring steps:

· Understanding the job description of the role and post on several platforms like PARAM, Employee referral, Naukri, LinkedIn, Internal Job Posting etc.

· Sourcing from multiple job portals

· Identify the eligible candidates according to the lateral hiring norms

· Conducting the interviews process

· Facilitating post selection processes like salary fixation, medical test, Letter of Intent initiation, notice period negations

· Document Verification exercise during onboarding process

5. Employee Engagement and Connect

· Conduct several engagement initiatives for employees and their families to make them feel connected to the Organization

· Organize skip-level connects and capture feedback points from those sessions, chalk out action plan and share with the concerned department for closure

· Conduct exit Interview with the individual employee to understand the reason of exit and design retention strategy

· Timely interaction with the employee through one-on-one stay interview process to gauge the employee pulse, capture feedback and share the relevant points with the concerned team and ensure closure

· Conduct policy awareness sessions to sensitize the employees for the existing policies, any modification or any new policies

· Creating cross-functional engagements within the Business for better bonding and connect

6. HR MIS and Services

· Update employee information, data movement, approvals in SAP NEEV to ensure proper data management

Approve and update punching location, time office management and handling Ask HR requests, facilitate laptop procurement to new joinees, for better employee experience

Educational Qualifications

a) Qualifications

§ Minimum Qualification: Post Graduate in HR Domain (Regular)

§ Graduate with Post Graduate Degree/Diploma in Management or MBA with specialization in HRM/Personnel/ IR

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§ Work Experience

§ 6-10 years(for AM to SMGR)

§ Exposure to specialist role of HRM like Talent sourcing, Talent Development, PMS etc. preferred