Job Description
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Job Description
Deputy Manager-Zonal HRJOB OVERVIEW: The incumbent will be responsible for handling the Employee Life cycle of sales employees, talent acquisition and employee relations. Also responsible for employee engagement, grievance handling, Induction and exit formalities for the zone
KEY STAKEHOLDERS: INTERNAL
Area Sales Team, Business Training Team, Commercial officer, HR Team, Business IT
KEY STAKEHOLDERS: EXTERNAL
TPP Vendor
REPORTING STRUCTURE:
Senior Chief Manager HR –Sales HR & Total Rewards
ESSENTIAL QUALIFICATION:
MBA/post graduate
RELEVANT EXPERIENCE:
Minimum 2-3 years of experience required in Business HR role/ talent Acquisition / Sales HR role
KEY ROLES/RESPONSIBILITIES:
Talent Acquisition: Sourcing & Shortlisting candidates as per business requirement, Process & policy adherence in all cases. Timely communication with all stakeholders involved in the hiring process.
On Boarding & Induction: Completing joining formalities on Day 1, sharing updates with GBSS/TPP Vendor & Business IT team, and conducting a brief induction covering the organization, business verticals, and relevant policies & processes for new joiners.
Performance Management: Updating KRAs for all employees (SO & above) in the PMS system, anchoring regional performance evaluation and benchmarking discussions, and taking necessary actions post mid-term and end-term evaluations.
Exit Formalities: Updating resignations in the system, informing stakeholders, conducting detailed exit interviews, sharing feedback with relevant teams, and assisting exiting employees with exit formalities for timely FnF processing.
R&R & Employee Engagement: Effectively utilizing MRM time, cascading R&R activities in coordination with the BHR team, conducting engagement activities as per the annual calendar, and ensuring timely process & policy refreshers.
Employee Relation & Grievance Management: Handling e-connect queries within TAT, resolving employee issues, visiting field employees to stay updated, and highlighting recurring issues to relevant stakeholders.
Use data received via predictive analysis to proactively address concerns of top performers by conducting regular dialogues with HiPo's.
Dashboard & MIS: Attrition Update & Analysis , Recruitment update & Analysis
Payroll inputs ,Update on R&R and Engagement activities
MBA – Human ResourcesEmployee Attrition Analysis, Employee Interaction, Employee Relationship Management, Employee Retention, Exit Formalities, Hiring Management, Joining Formalities, Talent Acquisition