Develop a comprehensive learning strategy aligned with organizational goals, ensuring that L&D initiatives support business objectives.
Create and maintain local training programs and curriculum to ensure employees receive relevant and effective learning opportunities.
Implement and manage learning management systems (LMS) to deliver and track training programs.
Support career development and succession planning by offering training and resources to help employees acquire the skills needed for advancement
Promote talent retention by offering opportunities for personal and professional growth through learning and development initiatives.
Continuously review and update training content and methods based on feedback and changing business needs for soft skills.
Foster a culture of learning by promoting knowledge sharing, mentorship, and peer-to-peer learning among employees.
Produce local training materials, e-learning modules, videos, and other resources to deliver learning content effectively.
Be TTT and bring awareness of company values and core competencies using various avenues and training sessions
Manage the budget for L&D initiatives, ensuring that resources are allocated efficiently and cost-effectively.
Assist HRBPs in identify the learning needs and skill gaps within the organization through surveys, performance evaluations, and feedback from managers and employees.
Facilitate corporate led training sessions, workshops, and webinars, either directly or by coordinating with subject matter experts and trainers.
Develop methods to assess the effectiveness of training programs, measure learning outcomes, and gather feedback from participants.
Deliver leadership development programs to nurture and enhance leadership skills at all levels of the organization especially First Time Managers.
Assist in managing organizational changes and transitions by providing training and development solutions that support employees through transitions
Manage Training Vendors and their cost
Provide regular reports and updates on L&D activities and outcomes to senior management and stakeholders.
2. Employee Engagement and Survey
Facilitate the entire process, from survey submission to action planning and continuous improvement
Act as an account manager and handle all communications with the survey administration agencies (eg: Avatar, GPTW, Dream Company etc ) like setting up timelines, and ensuring that all necessary steps are followed for a successful survey submission.
Oversee the collection of survey responses, ensuring that all eligible employees have the opportunity to participate and achieve minimum participation eligibility.
Support HRBP in identifying & implementing the action plans to bring improvement in engagement scores.
Serve as a communication hub and collaborate with Corporate Communications and HR in sharing survey results with employees, explaining the significance of the findings, and keeping employees informed about the actions being taken to improve the workplace.
Celebrating and promoting achievement both internally and externally to enhance the employer brand.
3. Employee communication & Letter formats
Create creative standardized templates for various employee communications (New Hire Org Announcement, Anniversaries, New Born, Welcome Back, WhatsApp groups, Job role changes, promotions, exits, etc.)
Ensure implementation of the standardized templates by the HR Teams
Prepare and review standardized letter formats for various employee life cycle process which meets the legal and compliance requirements ( offer, appointment, show cause letters, termination, confirmation etc)
4. HR Analytics and HRIS
Collect and compile HR-related data trackers from various sources, including HRIS systems, employee surveys, performance evaluations, and recruitment records, compliances etc.
Ensure data accuracy and integrity by identifying and correcting errors, inconsistencies, and missing information in HR databases.
Apply predictive modeling techniques to forecast future HR trends, such as turnover predictions, skills gap analysis, and workforce planning.
Create regular and ad-hoc reports and dashboards that provide HR and stakeholders with actionable insights and visualizations of key HR metrics
Provide data-driven insights and recommendations to HR leader and business to inform HR policies, strategies, and decisions.
Responsible for getting template reports created in SF as per respective HR and stakeholder requirements
Creating standardized templates for HR reviews during MC and PRM meeting
Responsible for data gathering and preparing HR MC presentation Ensure that HR data is handled in compliance with data privacy regulations and that sensitive information is appropriately secured.
Professional competencies
Strong leadership with experience in working in matrixes organization where interaction across functions, regions, and business units is key
Strong understanding of labor laws, regulations, and HR best practices.
Proven track record in implementing HR strategies aligned with business objectives.
Experience in talent management, performance management, and employee relations.
Excellent communication, interpersonal, and problem-solving skills.
Proficiency in data analysis and reporting.
Ability to collaborate effectively and work in a team.
Demonstrated ability to establish trust and credibility with employees and managers.
Excellent Project management, change management and time management abilities.
Highly organized, flexible, willing to make decisions, able to quickly adapt from one situation to the next
Ability to manage for results with high degree initiative and speed.
Proficient with MS Office and HR Systems
Willing to take additional responsibility as and when required by the management.
