Senior Manager - Human Resources
Published date: 2024/01/10
- Location: Mumbai, Maharashtra, India
Job Title - Senior Manager - HRBP - IFS (Cabin Crew)
Location - Mumbai Airport
Work Mode - WFO (Mandatory, All days)
Job Description
1.Manage all employee lifecycle processes
a. Ensure hassle-free employee experience during ELC with minimal escalations
b. Org. structure- review and publish
c. Attrition analysis and retention
d. Lead budgeting exercise for their region
e. Lead and Facilitate COC and other (disciplinary, performance, escalations etc.) investigations
f. Data analysis as per requirement
2.Staffing, budgeting and talent acquisition for their region
a. Drive the annual exercise of headcount planning, budgeting and tracking
b. Effective partnering with talent acquisition team to ensure closure of positions within TAT
c. Ensure buy-in from all stakeholders
d. Deep dive into 6e speaks scores with the functional leaders and identify key areas for intervention
e. Structured Reward and Recognition program for each of the businesses. Drive regular EOMs, annual R&R program and customized solution as per business needs
3.Performance and talent management
a. Lead execution of PMS cycle as per defined timelines for the functions.
Performance management cycle will include:
Closure of KRA setting, mid-year check-in and final assessment
Lead Talent Council conversations
Lead the final rating and promotion sign-offs
Ensure IDP and career development conversations are initiated for critical roles
Learning needs review and ensuring that the team has a mechanism in place to constantly learn and grow across bands identification and customized periodic program with help from internal training team
Location - Mumbai Airport
Work Mode - WFO (Mandatory, All days)
Job Description
1.Manage all employee lifecycle processes
a. Ensure hassle-free employee experience during ELC with minimal escalations
b. Org. structure- review and publish
c. Attrition analysis and retention
d. Lead budgeting exercise for their region
e. Lead and Facilitate COC and other (disciplinary, performance, escalations etc.) investigations
f. Data analysis as per requirement
2.Staffing, budgeting and talent acquisition for their region
a. Drive the annual exercise of headcount planning, budgeting and tracking
b. Effective partnering with talent acquisition team to ensure closure of positions within TAT
c. Ensure buy-in from all stakeholders
d. Deep dive into 6e speaks scores with the functional leaders and identify key areas for intervention
e. Structured Reward and Recognition program for each of the businesses. Drive regular EOMs, annual R&R program and customized solution as per business needs
3.Performance and talent management
a. Lead execution of PMS cycle as per defined timelines for the functions.
Performance management cycle will include:
Closure of KRA setting, mid-year check-in and final assessment
Lead Talent Council conversations
Lead the final rating and promotion sign-offs
Ensure IDP and career development conversations are initiated for critical roles
Learning needs review and ensuring that the team has a mechanism in place to constantly learn and grow across bands identification and customized periodic program with help from internal training team
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