Human Resources Specialist

Company: UST
Location: Aliso Viejo
Posted on: April 8, 2021

Job Description:

Role Proficiency:Responsible for executing HR strategies derived from business priorities for one or two accounts under guidance from Managers. Outcomes:

• Responsible for implementing Talent Management strategies and initiatives for accounts in alignment with strategic business goals
• Build excellent connect with business stakeholders and provide support to HR and business leadership in the area of strategy alignment and deployment needs assessments retention development and succession pipeline for the accounts
• Frequent connection with Leadership team to understand the business dynamics interventions to create programs that address issues related to talent management
• Continuous monitoring of account financials with focus on improving net EBITDA and ECR
• Work with different SME teams to design and implement programs that helps leadership to drive desired productivity and performance
• Support the implementation of various Talent priorities like Talent Refresh Fresher Utilization Skilling and Pyramid Correction for the accounts
• Ensure 100% role based Talent Management practices are adopted by the accounts
• Support the business in the delivery of HR Processes at the client's side
• Actively identifies gaps proposes and implements changes necessary to cover risk
• Drive/Manage and Lead Rebadging In and Out process/activities.
• Provide support to Seniors in the team Measures of Outcomes:
• # Contribution towards talent refresh and Bottom line improvements
• Annualized attrition % for respective accounts
• # of Top & Critical Talent retained
• # of Talent spotting
• # of milestones achieved for HR projects as per target
• # of Roundtables conducted
• # of one to one employee connects
• # of innovation ideas and process improvements recommended and accepted
• Improvement in Engagement scores
• # Contribution to talent transformation
• Skilling interventions identified and executed
• Problem solving skills (Number of issues sorted out without escalations)Outputs Expected:Stakeholder Management:
• Build and manage strong relations with key business stakeholders
• Be one point contact for any escalations from the stakeholders
• Supports leaders and managers responsible for teams to accelerate through transitions build team excellence resolve team conflicts and enable cross-team collaboration across challenging diverse organizational boundaries.
• Provide support to leaders and managers on implementation of company policies and procedures
• Establishing partnerships internally and externally with a wide network to ensure implementation of best practice and the optimal use of resources.
• Build productive relationships at all levels and in all parts of the HR functions and partner with SMEs to delivery optimal programs to the businessEmployee Cost to Revenue:
• Execute Pyramid correction in business portfolios
• Talent Refresh
• Roll out Talent spotting & transformation programs
• Talent segmentation to be updated on quarterly basis
• Fresher Infusion
• Account level Induction programs
• Introduce mentoring /buddy programs for freshers
• Enrol freshers for mandatory account based upskilling initiatives/learning programs
• Improve team utilization by reducing the number of non-billable associates
• Identify skilling programs based on project requirements
• Follow up and ensure all associates successfully complete the upskilling programs
• Roll out succession planning for all critical roles within accountManage Attrition:
• Create Rational scorecard based on data
• Periodic connect with Top talent and critical talent.
• Prepare talent action plan based on feedbacks from employee connect programs.
• Talent coverage through various engagement/communication forums.
• Talent segmentation maintenance
• Exit interview completion
• Grievance redressal & Disciplinary actions
• Rolling out all organization talent initiatives including R&R Promotion & compensation programs on time100% role based Talent Management practices:
• Partner with SMEs and employees to ensure updated career development framework is available as per Organizational needs
• Collaborate with employees business and talent development team to ensure successful implementation of company's performance management principles including but not limited to Goal setting ongoing continuous feedback Talent Development tool utilisation within the accounts.
• Ensure adequate governance mechanisms including but not limited to audits/employee focus group reviews are implemented to ensure alignment of accounts towards core company performance principles and the quality of implementation.Confidentiality:
• Maintain and ensure confidentiality of sensitive information among team membersCreate a culture of continuous learning:
• Enable a continuous learning culture in the accounts improving employee engagement and coaching talent
• Facilitate learning programs for improving manager effectiveness.
• Work closely with L&D team to manage Leadership Development offerings for Top TalentsSkill Examples:
• Excellent communication organizational and interpersonal skills to effectively interact with senior management and internal and external customers
• Must possess good business acumen and play a dual role of individual contributor as well as team
• Proven ability to influence establish and maintain effective relationships and gain reputation as trusted advisor and business partner
• Proven ability to objectively coach senior leadership and management through routine and complex employee relations matters
• Flexible and proactive approach with 'can do' attitude
• Performance-driven pro-active results-oriented stakeholder-focused; comfortable and flexible with changing priorities high levels of ambiguity non-routine issues.
• Ability to multi-task in fast-paced deadline-intensive environment; anticipate obstacles and plan contingencies.
• Strong analytical problem solving and decision-making skills
• Ability to think strategically while delivering practical solutions.
• Demonstrates effective collaboration and teamwork with all levels across the organization
• Change Management capabilities
• Ability to confidently and effectively facilitates and presents; ably defends point-of-view; keeps audiences engaged and delivers a clear and memorable message
• Always learning; approaches each interaction with open mind; great listener and hands-on
• The ability to develop and implement talent programs aligned with business needs including succession management performance management rewards and recognition and other programs.
• The skill to influence others develop and maintain working relationships and deliver results and/or expertise for a client in a professional manner.Knowledge Examples:Knowledge Examples
• Knowledge of best practice methods and processes for talent management
• Strong knowledge of overall HR products and services to deliver solutions to business
• Knowledge of human resources (HR) industry terminology technology research and practice.

Keywords: UST, Aliso Viejo , Human Resources Specialist, Human Resources , Aliso Viejo, California