Senior Associate Director

Relationship/Account Management

·Acting as primary contact for local business leaders on human capital issues ·Works closely with the business to strategize and lead employee engagement initiatives, improve work relationships, build morale, increase productivity and develop and execute retention strategies  ·Works pro-actively with HRBP lead to identify and communicate HR direction and issues to business leaders ·Influences business  spocs to decide and act in a timely fashion to respond to business requirements  and issues ·Counsels and mentors junior staff members of the business in consultation with the business leaders

Organization Development & Change

·Provides the business with relevant metrics, analytics and data, to make HR related business decisions ·Provides HR Policy guidance and interpretation. ·Supports customer service and operations service resolution for critical or sensitive issues ·Ensures HR solutions are aligned with business strategy ·Support cultural changes across the business unit through a variety of different methods, including implementing action plans following the Staff Survey, enabling managers to more effectively line manage their staff, strongly encouraging managers to take greater responsibility for their staff  

HR Business Partner

·Executes process and policy recommendations ·Assesses HR demand and communicates needs to relevant parties (HR SMEs/HR Operations/HR Shared Services) ·Works jointly with HR SMEs/HR Operations/HR Shared Services to deliver focused and customized (where appropriate) HR solutions to the business ·To support the effective delivery of a higher performing HR service, ensuring that the high standards within the team are developed and maintained  ·Carrying out such other duties as may be reasonably requested by the line manager, or any senior manager

C&B Responsibilities

·Support in driving various compensation programs including merit increase, pay for performance programs and compensation planning, market benchmarking etc. for diverse job profiles. ·Support in designing skill-based hiring ranges based on internal and external market inputs. ·Supporting the annual increment process, modeling the final increments, incorporating various scenarios as per budgetary requirements. ·Provide support in participating in flagship industry benchmarking surveys conducted by external vendors and maintaining a systematic database of various reports. ·Utilizing the market data for deriving valuable inputs during increment proposal stage. ·Maintaining and publishing dashboards and reporting on the compensation interventions and related ROI ·Maintain industry networks to understand market trends and gather intelligence. ·Seamless roll out of revised salaries with 100% accurate pay roll inputs, generating and issuing revised compensation letters to employees. ·Liaise with Talent Acquisition/ HR Business Partners to address Talent attraction and retention issues/adapt to new demands of the business ·Guide HR Business Partners on the compensation philosophy of the organization, salary structure, variable pay, allowances and increments ·Liase with other functions such as Finance, Payroll and Legal team for a smooth administration of existing and new Total Rewards programs.

Educational qualifications

•Postgraduate - Preferred in Human Resources

Work experience

•Minimum 12 years of experience across different facets of Total Rewards covering Compensation and Benefits operations, designing rewards programs and solutions that align with unique needs of business. •Excellent verbal and written communication skills •Experience in managing compensation through systems (SAP, Workday or in-house tools) and an understanding of automation of comp module will be an added advantage. •Ability to collaborate and work with stakeholders across levels and teams. •Ability to work in a complex business environment

Mandatory  technical & functional skills

•Proficiency in working with MS Excel and strong hold on analysis of data.

Experience Level

Mid Level