Sr Mgr-HR Talent acquisition-( BPO Vertical)- Noida (ZC-801)

BPO Jobs >>
Posted 2 days ago

Sr Mgr-HR Talent acquisition-( BPO Vertical)- Noida (ZC-801)

BPO Jobs >>
Posted 2 days ago


We have an urgent opening for

Role: Mgr/ Sr Mgr -TA and HRBP- BPO Vertical
Salary: 10,00,000 to 20,00,000 Indian Rupees
Experience: 5 - 12 years
Company: Leading Technology and ITES set up
Location: Noida
Job Description:
ROLE- MGR/ SR MGR (HRBP and Talent acquisition)
experience- Over 4 years in HRBP and TA role in ITES/ BPO set up
THE KRA's are as follows
- Build relationships with business leaders to offer thought leadership on organizational and people-related strategy and execution.
- Consult with leaders to create a comprehensive people plan to influence lasting change over large functions.
- Solve challenges and get to the root cause of any issue, no matter how complex.
- Design and quickly implement solutions that cut across multiple disciplines, even those beyond people and organizational solutions.
- Provide expertise in the following areas: career planning, performance management, coaching, data analysis, compensation and rewards, employee relations, learning and development, recognition programs, and strategic development.
- Identify and surface trends in both qualitative and quantitative data to help improve organizational health, understand when data will assist in making smart, informed decisions. Interpret complex analyses and tie back to business priorities.
- Develop a relationship with key leaders at multiple levels within the supported business group. The role includes coaching and influencing key stake holders to make decisions that are compatible with best practices
- Influence, drive and control delivery of HR services to business, through CoEs of recruitment, employee shared services, learning function, compensation and benefits, statutory and compliance services
- Interact with teams/ individuals as part of formal/ informal groups so as to feel the pulse of the organization and bring about changes/ improvements
- Sustain Culture and communication and strengthen awareness of policies, practices, Companies Values and DNA
Competencies/Skill set :
- Experience operating in Mid / large scale,l enterprise business; experience in technology-added advantage
- Knowledge across all Organizational Development practice areas at executive-level, including track record of delivering tangible client impact in one or more practice area.
- Demonstrated business acumen to drive organizational and people-related strategies and outcomes.
- Effective communicator with the ability to build relationships with leaders and stakeholders to drive organizational change.
- Ability to work within constraints and to challenge the status quo. Comfortable with ambiguity and taking part in complex strategy discussions.
- Sound knowledge of local laws and regulations
- Strong strategic thinking and innovation
- MBA / PGDBM or any equivalent Post Graduate degree in HR with 5- 9 yrs of experience.
- Prior Experience of working in BPO / KPO's and Managing Large Work Force would be referred
- Responsible for working closely with line management and leadership teams and other functional areas to proactively address business issues related to workforce development and productivity.
- Works with business and HR leadership on HR strategy and ensure that HR strategies and programs are properly implemented.
- Build engaged, inspired workforce in the business by partnering with managers in the employee life cycle.
- Focus efforts towards Top talent development, Improve retention and manage employee relations in order to enable Enterprise Transformation.
- Engage with managers, enable and focus on their developments to build deeper client relationships.
- Collaborate with HR colleagues in other HR functions (C&B;, Hiring, Resource Management, L&D; etc)
- Stakeholder management
- Demonstrated ability to onboard new employees and manage HR tasks
- Credible activist: A sound HR professional with credibility in the business, with good stakeholder relationships and who get things done
- Strategic positioner: One who understands the global business context and builds the relevant HR capabilities around that
- Change champion: One who can help build the organization's capacity to change and to sustain change
- Innovator and integrator: Has the ability to innovate and integrate HR practices around critical business issues
2. Attrition Management:
- Design and deploy strategies for controlling attrition in lieu of the market trends through tactical thinking
3. Talent Management:
- Enduring high performing teams: review BQMs and weed out non-performers
- Talent Movement & Job Rotation: every employee to be at least 2 roles competent
- Track the progress of Front Line Managers (FLM) engagement with their


Company Name: Leading

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