Human Resources Business Partner

About eClerx

eClerx was founded in 2000 by Anjan Malik and PD Mundhra with the goal of transitioning managing and transforming complex business processes. Following successful careers in investment banking Anjan and PD. graduates of University of Pennsylvanias Wharton School of Business jointly identified significant opportunities for providing innovative services and solutions to large global companies

undergoing rapid business transformation challenged by legacy systems new technology data inaccuracies and ever-changing processes and workflows. Created from humble beginnings in a small office in Mumbai today eClerx employs 17000 people across Australia Canada France Germany India Italy Netherlands Philippines Singapore Thailand UK and the USA.

The candidate must possess in-depth functional knowledge of the process area and apply it to operational scenarios to provide effective solutions. He/she must be able to identify discrepancies and propose optimal solutions by using a logical systematic and sequential methodology. It is vital to be open-minded towards inputs and views from team members and to effectively lead control and motivate groups towards company objects. Additionally he/she must be self-directed proactive and seize every opportunity to meet internal and external customer needs and achieve customer satisfaction by effectively auditing processes implementing best practices and process improvements and utilizing

the frameworks and tools available. Goals and thoughts must be clearly and concisely articulated and conveyed verbally and in writing to clients colleagues subordinates and supervisors.

Profile Details -

• Profile- HRBP
• Designation: PM
• Location: Chandigarh/Mohali
• Work mode: Monday to Friday (WFO)
• Required Exp - 4 Years relevant exp
• Notice Period - Immediate to 45 Days max
• Timing - 6 pm to 3 am

Tasks

Business HR Process Manager Roles and Responsibilities

- Work closely with the Program Leader and other senior managers in the program to ensure a balance in HR & Ops communication and that company policies are adhered to in the program

- Work closely with Business on calibration process for performance management system

- Understand employee pulse escalate to appropriate levels & ensure end to end resolution

- Investigate and close any conduct related violation and take necessary disciplinary action wherever required

- Monitor & govern Performance Coaching & Improvement process for bottom performers in the program

- Carry out career and capability development programs for identified group of A-PM pool

- Attrition management for the program/process

- Target Fostering an ecosystem of quick turn around for grievances while endeavouring to reduce the quantum gradually

HR Reach out

- Connect one-on-one with A-PM pool during the pulse check

- Govern leadership connects for the program

- Oversee the 90-Day on-boarding & assimilation program for A-PM pool in the program

- Coach employees for them to invest in their capability building

Performance Appraisal and Career Planning

- Conduct sessions to educate employees on PMS

- Ensure goal-setting activities getting carried out between the managers and their direct reports basis defined timelines

- Guide & sensitize managers with evaluation process

- Close appraisal calibration with Business

HR Ops Compliance

- Conduct exit interviews of A-PM within timelines

- Timely closure of Bottom Quartile

- Close BG verification cases of A-PM in the Program where Insufficiency/discrepancy has been identified

Tracker Updating and Reporting

- Ensure that all trackers including pulse disciplinary (conduct and performance) are updated promptly and further shared with the Sr. HR BP and other stakeholders

- Create all necessary reports and dashboards required for each program/process area

- Drive REWARDS & RECOGNITION in the program to recognize & reward contribution and achievement to motivate higher performance levels

Requirements

Technical and Functional Skills:

• Bachelors Degree with at least 4 years of experience into HRBP role.
• Good exposure of performance appraisal succession planning and stakeholder management.
• Experience required into employee engagement and connect activities.
• Good knowledge of excel and experience into preparing various trackers.
• Strong verbal written and interpersonal communication abilities.
• Strong analytical skills and experience using and presenting data to make decisions.