The role is at the vertex of HR services & advisory that the assigned Business Functions would require. The role demands an HR generalist who will offer expertise in all people areas and manage HR operations. Facilitate and coordinate for recruitment, onboarding, L&D, PMS, employee relations and policy issues. Manage employees’ life cycle from hiring till exit. Liaise on with other HR functions like payroll, L&D, operations to provide excellent HR services to assigned Business Functions leaders and teams. Ensure compliance with policies and requirements, both regulatory and internal.

1. Key Roles & Responsibilities

· Handle all administrative tasks for onboarding, new-hire orientations, and exit interviews, including data entry in human resources information systems (HRIS) and audits for accuracy and compliance

· Provide a dedicated and effective HR advisory service to employees that covers absence and health issues, conduct and capability, grievances, organizational change, and all other employee-relations matters

· Be the primary backup for payroll processing, including biweekly and semimonthly updates to employee files, bonus/incentive pay, vacation/sick pay, expense reimbursements, hourly-employee validations, and benefits changes

· Assist in the communication, interpretation, and upkeep of employee handbook, employee directory, and organizational chart, and contribute to policy development

· Work closely with business leaders and line managers to diagnose people priorities, create people plans, and help implement organization-wide people approaches. Get an excellent knowledge of the business, a good understanding of all the areas in the people profession, and act as the point of people expertise for assigned Business Functions.

· Manage talent acquisition, HR operations, provides guidance to employees with regards to policy and processes, analyze HR metrics, resolves complex employee relations issues, and support HR strategies aligned with business goals, improves work relationships and productivity.

· Gather and assess business intelligence and data to evaluate individual and departmental workplace issues and development barriers

· Explain current or upcoming performance practices to employees thoroughly and professionally. Facilitate goal-setting sessions between employees and their managers to ensure alignment with organizational objectives.

2. Key Stakeholders

Employees

Line Manager

Business Units /Functions heads

Compliances authorities (Internal & External)

3. Key Performances Indicators

· Employee Engagement surveys

· TAT Averages

· Audit Reports

4. Skills, Knowledge & Behaviours

Behavioral Competencies

Problem Solving & Critical Thinking

Customer Focus

Effective Communication

Self-driven Initiatives

Negotiation Skills

Technical Competencies

Labor laws & regulations compliances

Strategic Alignment & Business acumen

HR analytics and data driven decision making

Organizational development tools & techniques knowledge.