You are on page 1of 12

Case Analysis : Job Analysis of an HR Position

Prepared by: Group 03, Section B


Dhruv Kant Goswami Karthikeyan MS Kashimpuria Nikhilkumar Subhash

2013PGP129 2013PGP180 2013PGP181

Kasture Arpit Shilchand


Prashant Singh Sengar Smriti Srivastava Sunya Pratyutpana

2013PGP182
2013PGP283 2013PGP392 2013PGP415

HR CAPABILITY MANAGER

Group: 3, Sec. B

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 & Benefits Ensure 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

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 are effectively planned and implemented in a customer oriented manner.

Group: 3, Sec. B

KEY DUTIES/RESPONSIBILITIES HUMAN RESOURCE PLANNING

Support the delivery of Compensationrelated 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.

Group: 3, Sec. B

KEY DUTIES/RESPONSIBILITIES ADMINISTRATIVE

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


Group: 3, Sec. B

KEY DUTIES/RESPONSIBILITIES FINANCIAL


Responsible for pre-payroll administration


Financial Analysis of new practices/policies and budgeting

Group: 3, Sec. B

ORGANIZATION IMPACT/ INFLUENCE

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, Talent Management, 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.

Group: 3, Sec. B

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

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

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

THANK YOU!!

You might also like