Senior Manager Employee Engagement

Requirements:

−    MBA – HR or PM / psychology

−    7-9yrs in employee relations or generalist HR role or a mix of sales and HR experience

−    Conceptual HR skills in areas of PMS and OD

−    Strong ability to connect with people at all levels in the organization

−    Hands on experience in performance Management and handling employee communication and surveys etc handling employee surveys (Formal / Informal), Analysis, deep dives and corrective actions.

−    Excellent written and verbal communication skills

−    Excellent analytical skills with a strong research orientation

 

KRA:

·         Create the Employee Value Proposition and create the Employer Branding  and design  standardized and effective methods to measure and analyze employee satisfaction against desirable benchmarks set

·         Design & implement strategic employee engagement initiatives towards increasing retention of critical employee layers in the organization

·         Talent Management , Performance Management and measure training effectiveness

·         Track data/Create dashboard and analyze data related to employee promotion, attrition & Ideal strength of critical positions

·         Custodian of all employee policies- this can move to payroll admin and policies. Corporate should do this…

·         Responsible for creating and effective Rewards and Recognition programs to impact retention

·         Study the employee on boarding and employee lifecycle and look at critical touch points and enhance the same to impact retention

·         Own and drive Engagement Survey, Analysis, deep dives and corrective actions

 

Financial Indicators:

·         Notional cost of retention.

·         Manage the Reward and Recognition and Employee engagement budget

·         Measure ROI of Employee Engagement budget

 

Customer Orientation:

·         Achieve the targeted ESS score

·         Revalidate PMS and ensure  100% PMS compliance

·         Create an employee value proposition and promote the organization as preferred employer.

·         Create effective channels of internal communication.

·         To boost employee morale through innovative welfare activities.

·         Measure effectiveness of employee initiatives through an internal feedback process

·         Identify avenues to build Corporate Social Responsibility activities

 

Process Indicators:

·         Design processes to measure feedback at all stage of the employee cycle ie recruitment, on boarding, growing within and manage exit cycle

·         Facilitating Exit and stay interviews & analysis of employee feedback and close the loop for feedback.

·         Conducting annual and need based  employee surveys and address and analyze the engaging & disengaging factors

·         Ideate, conceptualize & propose initiatives to improve employee satisfaction level.

·         Develop HR Practices & policies in conjunction with management pertaining to Exit, Full & Final settlement.

·         Ideate and propose actions to retain and motivate critical talent in the organization.

·         Editor in chief of in-house newsletter 'Beantalkin'

·         Event Management of employee related activities and corporate get-togethers.

·         Prepare & present periodic Report, benchmarking territories on compliance of employee engagement policies

 

Learning & Development:

·         Ensuring training & development activities for the growth of team.

·         Tracking the team performance & ensuring the periodical appraisals of the team.

·         Cross Functional Training.

 

Authority:

·         Content Selection for 'Beantalkin'

·         Signatory on official correspondence to vendors except invoices & contracts

·         Vendor / partner selection and initial negotiation

·         Responsible for team budget within the company policies

 

Kindly share profiles on g.paul1979@gmail.com OR call on 9810659881 for quick response.