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Job Description

  • Lead, develop and implement HR Initiatives of the assigned business department
  • Act as a change agent to prioritize strategic people priorities and solutions
  • Build credibility with the business unit by providing guidance on HR or broader business issues.
  • Design integrated business strategies to holistically understand the workforce involved in the unit and devise strategies to attract, develop and retain the top employees.
  • To set SMRT (KPI / OKR) for the business units in line with the organizational targets
  • Provide performance management guidance to line management (e.g., coaching, counseling, career development)
  • Undertake Annual Performance Appraisal Activity and be involved in the promotion and Increment activity.
  • Conduct meetings with line managers to work on improvement plan of the highlighted in the Appraisal
  • Provide guidance and input on business unit restructures, workforce planning and succession planning.
  • Identify training needs for business units and individual executive coaching needs.
  • Participates in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
  • Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
  • Conducts CFR (Conversion, Feedback and Recognition) meetings with respective business units.
  • Initiate discussions on Employee Rewards in Annual Appraisal reviews
  • Undertake Business Orientation for the new joiners
  • Coordinate with the Talent Acquisition Team on meeting Business Unit Hiring needs.
  • Refer to Operations team all Separation cases for further processing 
  • Draft and implement and Business Unit specific Policies and Procedures
  • Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
  • Research and evaluate any business unit Automation Needs to Central HR team for review.
  • Design and conduct employee experience surveys
  • Analyze and devise action plans based on employee experience survey and exit interview findings to enhance employee experience
  • Plan to ensure onsite engagement for improved employee experience
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