Responsibilities:  

Coach and Advise Line Managers and Career Counsellors 

• Use every opportunity to coach line managers and supervisors through one on one and group forums to help them to improve their people management and development skills 

• Support line managers and career counselors real-time to deal with current employee issues 

• Provide high quality coaching and advisory services during and in preparation to key processes and discussions such as annual review discussions, career development discussions, addressing performance issues and communicating difficult messages 

Employee Lifecycle Processes 

• Maintain oversight of and accountability for all HR process delivery impacting the employee life cycle such as on boarding and integration, discipline and grievance, leave management, exit management, policies, career transitions and management, performance management etc. 

Engagement 

• Support implementation of all engagement, recognition, I&D and Leadership Connect programmes (including Global Engagement Surveys, employee and leadership townhalls, focus group discussions, open houses and other communication forums, floor walks/visits, Celebrating Performance and entity specific recognition programmes) 

• Input understanding and feedback gained of the business and employee group back to HR functional teams responsible for HR programs and processes 

• Facilitate employee engagement and people programs activities by coaching the line managers/supervisors/career counselors on their responsibilities and deliverables in the process/programs and providing advisory support as required 

Performance Management 

• Anchor performance management processes for their employee population, as directed by HR functional teams 

• Play the role of advisor and conscience keeper in processes such as performance talent discussions, probation reviews, performance improvement plans, managed departures etc 

• Manage real-time promotions (RTPs) 

• Provide training and support to line managers on informal action plan and Performance Improvement Plan (PIP) process 

• Provide guidance and direction to supervisors on the management of involuntary departures by communicating decision and facilitating resolution of departure 

• Support compensation administration process by collaborating with Ops on merit increases and minor adjustments according to ranges provided by Compensation team during standard process/cycles; ensure comp changes due to RTP/bonus payouts etc. are facilitated; support communication to employees/supervisors on standard process as well as new programs 

Career Management 

• Anchor Career Management programmes and processes for their employee group such as Career Counselors Enablement, Career Development Plans, Succession Planning, Hi Potential programs, Accelerated Career Progression Programs, Competency Assessment, Executive Talent Reviews by identifying high performers, key roles, successors, gaps and action plans typically by contract and sometimes across workforces 

Learning and Transitions 

• Support New Joiner Orientation by facilitating specific modules during the session/program 

• Support the Mobility process by helping develop business case, coordinate approval process and headcount transfer in collaboration with the Entity TSC team, identify employees for talent driven assignments, oversee Performance Management process for assignee, confirm repatriation role based on skill set and experience 

• Provide integration support to new joiners as required with a higher touch approach for more senior employees 

Employee Queries 

• Proactively promote increased usage of self-service tools and Tier I HR employee support services 

• Handle HR queries which cannot be handled by employee support services 

Employee Communication 

• Attend Leadership Meetings and recurring meetings with Business Leads, Community Events and Community Meetings and prepare appropriate supporting HR materials as required 

Data Analysis and Action Planning 

• Leverage reports from Shared Services to further analyze the data and define action plans as required 

Employee Data 

• Lead discussions and issue resolution with Shared Services teams in case of employee data accuracy issues 

Change Management 

• Support organizational changes, including redundancies, offshoring, new deals, relocation, transfer of employees from another company (as part of an outsourcing deal, for example) TUPE, transfers out, transfers in 

• Support the ramp down process which includes, but not limited to, providing guidance on criteria for impact selection, provide financial analysis on potential severance costs, create adverse impact analysis spreadsheet for Employee Relations (ER) for review; work with key stakeholders on communication, provide information on Technology & System Integration (TSI) and Services Separation plan. Manage consultation process and exit process. Manage accruals in cooperation with finance and HR Specialist 

Career Development and Coaching 

• Ability to take a precautionary approach to work, keeping our people at the center, and considering productive outcomes. 

• Ensure career planning and development for employees. 

• Deliver employee Orientation and Integration. 

• Develop deep professional relationships with your span of employees. Understand their environment, complexity and needs with empathy. 

• Plan and deliver training, coaching and mentoring required to ensure that team leaders strengthen people management capability. 

Stakeholder Management: 

• Serve as a main point of contact and manage relationships with stakeholder group and key individuals. 

• Resolve any escalated issues and risks.