Job Summary

The purpose of this role is to act as a first interface between the employee and organisation to address employee concerns and grievances with regards to HR policies and processes for employees in the E0-E3 / E4 levels with primary focus on the aligned LoB and consequently to the aligned locations; work on proactive retention strategies, exit management, employee communication and MIS and reporting towards achievement of business results in accordance with the near-term as well as long term business plans of HCL.

Key Responsibilities

1. Connect With Employees On A One-On-One Basis At Periodic Intervals Including E2/E3 And Ecp Connect For Focus Accounts Run Weekly Hr Helpdesk In Odcs And Employee Connect Programs To Understand And Address Employee Grievances Conduct Skip Level And Leadership Connect For Employees For Grievance Handling As And When Required Tag Employees As Per The Rag Tagging Guidelines, Basis Discussions With Them Coordinate / Follow-Up With Employees For Completion Of Central Hr Processes (Pms, Talent Management, Learning And Development, Etc.) And Initiatives Act As Advocates Of Hr Processes And Initiatives For Employees In The Assigned Location; Coach Employees For Completion Of Central Hr Processes And Guide And Help Them With System Related Issues For Completion Liaise With Relevant Teams (Lob Hr, Coe, Etc.) For Resolution Of Employee Grievances
2. Coordinate / Follow Up With Employees In Respective Locations For Completion Of Employee Engagement (Ee) Surveys With Primary Focus On The Aligned Lob And Consequently To The Aligned Location Collate Results Of Ee Survey And Provide Inputs For Preparation Of Action Plans For Enhancement Of Engagement Levels Of Employees Promote Various Recognition Programs (On Spot Awards For Star Performers, Extra Mile / Mad Jam Initiatives For Value Idea Generators, Etc.) Plan And Organize Various Fun At Work Initiatives For Employees In Respective Locations Promote The Culture Of Appreciation At Work By Propagating The Usage Of Appreciation Cards, Etc.
3. Meet The Employees Who Have Raised Their Exit / Resignation In Ems Within The Stated Sla Conduct Exit Interview With These Employees And Understand Employee Concerns Create Retention Strategy For The Employees And Share With Supervisor For Review And Sharing With Project Sdm For Actions Liaise With Other Relevant Stakeholders Like Tsc And Hrbp Team, In Case Of Reasons Such As Compensation Or Role Change Prepare And Share The Monthly Pipeline Attrition With Sdm For Retaining The Critical Resources Work On Proactive Retention Of Employees By Counselling Them And Flagging Employee Concerns / Issues / Grievances At An Initial Stage
4. Organize Townhall Sessions For Focus Accounts On Quarterly Basis Where Leadership Shares Business Focus And Hr Trends Plan, Organize And Conduct Organization Wide Initiatives For Diversity, Csr, Forums For Employee Interaction On Work Life Balance, Etc.
5. Prepare Manpower Reports On Monthly Basis And Share With Supervisor For Review And Onward Circulation To Relevant Stakeholders (Ep Lead, Lob Hr Leads, Etc.) Prepare And Circulate Reports On Attrition, Retention, Rewards And Recognition, Etc. For The Assigned Lob And Location / Odc Prepare Hcm Audit Reports, Central Reports For Ssd/Bgv/Ni, Exit Cases, Appraisal Closure, Smart Survey Closure, Etc.

Skill Requirements

Other Requirements