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HRM_sec B_Group 3_JobAnalysis of an HR Position

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    Case Analysis : Job Analysis of an

    HR PositionPrepared by:

    Group 03, Section B

    Dhruv Kant Goswami 2013PGP129

    Karthikeyan MS 2013PGP180

    Kashimpuria Nikhilkumar Subhash 2013PGP181

    Kasture Arpit Shilchand 2013PGP182

    Prashant Singh Sengar 2013PGP283

    Smriti Srivastava 2013PGP392

    Sunya Pratyutpana 2013PGP415

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    HR CAPABILITY

    MANAGER

    Group: 3, Sec. B

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    JOB DESCRIPTION

    This position requires to manage a team of HR professionals and

    managers to deliver on the following processes:

    Compensation- Ensure smooth dispensation of annual salary and

    bonus cycles

    New hire and separation

    Ensure all recruitment drives and exit

    process under required processes and oversee the talent acquisition HR

    process are undertaken

    Payroll & BenefitsEnsure payroll activities are undertaken correctly

    and employees understand any ongoing benefits

    Employee cost planning Interface with Finance to ensure accurate

    forecasting employee costs.

    Group: 3, Sec. B

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    KEY DUTIES/RESPONSIBILITIES -

    STRATEGIC

    Support the regional directors to identify, collate and monitor relevant

    performance metrics for process inputs and outputs in accordance with

    agreed Operating Level Agreements.

    Coordinate with and obtain approvals from managers and HR partners to

    ensure timelines are met for time-sensitive compensation components

    (merits, incentives, stock options, new hires documents and etc.)

    Ensure priorities are handled effectively by modifying plans and actions in

    the area of accountability.

    Facilitate meetings with clients and own team to gain input from multiple

    parties and build engagement/collaboration to ensure projects areeffectively planned and implemented in a customer oriented manner.

    Group: 3, Sec. B

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    Support the delivery of Compensation

    related processes, including

    merit, incentives and off-cycle reviews.

    Responsible for ensuring all data is input correctly in a timely manner

    To supervise and ensure standard HR systems, processes, policies,

    procedures, plans, programs are in place and effectively utilized

    (compensation, employee relations, staffing, performance management,

    etc.).

    To provide input for processes that allows the organization to attract and

    retain the talent of best-in-class levels.

    Support employee cost planning and work together with Finance on

    budgeting.

    KEY DUTIES/RESPONSIBILITIES

    HUMAN RESOURCE PLANNING

    Group: 3, Sec. B

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    Identify, classify, maintain and protect files, documentation and sensitive

    information consistent with data protection, data handling and retention

    requirement.

    Handle internal audits. Provide information as requested.

    Ensure accurate and timely change to employee data (including setting

    up and amendment of employee data, work schedules and leave

    balances)

    Checking data in system is audit compliant.

    Managing the team to deliver the new hires processes and termination

    processes.

    Collation and distribution of reports

    KEY DUTIES/RESPONSIBILITIES

    ADMINISTRATIVE

    Group: 3, Sec. B

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    Responsible for pre-payroll administration

    Financial Analysis of new practices/policies and budgeting

    KEY DUTIES/RESPONSIBILITIES

    FINANCIAL

    Group: 3, Sec. B

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    Strategic business partner interact with SBP for standard HR

    systems, processes, policies, procedures, plans, programs are in place

    and effectively utilized.

    Leads and/or participates in Group projects on an as required basis

    Focal point for Employee engagement, TalentManagement, Diversity,

    Company values, and female development initiatives

    Managers and employees for resolving any queries and ensuring data

    accuracy and timelines met for payroll and compensation cycle as well

    as staffing activities.

    ORGANIZATION IMPACT/ INFLUENCE

    Group: 3, Sec. B

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    RELATED JOB REQUIREMENTS/

    QUALIFICATIONS

    Educational requirements:

    Post graduate qualification in Human Resources/Social Sciences or a

    related field

    Required Experience:

    Minimum of 5 years of experience as an HR generalist working with

    teams and with in-depth exposure to one or two HR specialist areas

    Attention to details and consistency in own decisions.

    Group: 3, Sec. B

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    Core Competencies

    Drives Innovative Business Improvements

    Balances Immediate and LongTerm Priorities Delivers Results

    Imports and Exports Good Ideas

    Develops and Inspires

    Sets a Winning Example

    Group: 3, Sec. B

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    Functional Competencies & Technical

    Competencies:

    Drives Operational Excellence Reinforces global and standardized

    policies, processes, and technology.

    Building Sustainable Relationships: Establishes trust with employees

    and managers for accuracy of data and processes.

    Customer Service Excellence

    Proficiency in Core HR Skill Areas: HR Planning & forecasting, Talent

    acquisition, Compensation, Payroll & Benefits,

    Sound understanding of Local labour/employment laws,

    Excellent communication skills

    Knowledge of General Administration and Basic Financial Analysis

    (budgeting)

    Group: 3, Sec. B

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    THANK YOU!!


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