Senior Principal - Compensation and Benefits

Senior Principal - Compensation and Benefits

S No. AOR Description 1 Strategy Formulation, Planning and Deployment Provide insights and recommendations for the definition of the short term and long term strategy framework of the function. Create 3-year, 1-year and short-term plans based on the strategy and deploy the same effectively to meet the objectives of the function. 2 Policy Formulation (includes process, guideline definition) Create proposals for new policies/changes to existing policies in the relevant area of work based on multiple sources – industry knowledge, market realities, and employee inputs, support the Policy Council function and provide change management insights for implementing the policy. 3 Research, Benchmarking and Advisory /HR Solutions Research and develop points of view for crucial HR initiatives to have maximum organization, client and employee impact. Guide the creation of the solution that could span multiple functions and groups, secure buy-in from senior leadership and direct the actionizing. Ensure that the function serves as an effective partner in meeting business objectives. 4 HR Systems and Processes/Operations Management/ Deployment Manage relevant HR process and systems across the organization/group handled. Ensure effective budget management to be able to meet function requirements in a cost-effective manner. Continually review the process for efficiency and effectiveness and ensure enhancements on a periodic basis by taking into account feedback from multiple groups/usage of cross functional groups. Publish quarterly benchmarking reports on HR best practices across the industry. Define success criteria for process excellence and manage dashboards to track and meet/exceed the targets. 5 HR Analytics / Metrics / Reporting Guide the creation and design of relevant dashboards to capture and highlight key lag and lead indicators on a periodic basis to ensure real-time health reporting. Lead high-end analytics by factoring inputs from multiple groups including business, which could potentially lead to recommendations that have business impact. 6 Knowledge Management/HR Capability Building Build HR capability in the relevant function / for the relevant processes while ensuring that knowledge sharing is managed effectively to transfer any context sensitive content. Provide opportunities for teams to build capabilities by exposure to different responsibilities as well as through structured organizational mechanisms. 7 Customer Relationship Management Build strong networks and relationships with internal customers/partners, create/enhance listening mechanisms and provide context-sensitive support in order to solve customer problems. Become a trusted advisor by leveraging available trend information, evaluating the impact on the customer and sharing a point-of-view for resolution.