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8/12/2019 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
8/12/2019 HRM_sec B_Group 3_JobAnalysis of an HR Position
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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!!