Job Description

Description:Summary: Support key priorities with the forward-looking people agenda and will be a champion of delivering an exceptional people experience. The incumbent will partner with Managers and employees to enable team and individual effectiveness.1. Induction and Onboarding:

• Sending the welcome mail to the new hires with onboarding kit and relevant information.
• Driving the Induction process by welcoming the Hires on first day and be the POC during the joining process.
• Ensure that the new hire receives goodies, ID card, access card, laptop, and other IT assets on the day of joining.
• Drive and track Buddy assignments and 30:60:90-days assignment plan for the new hires.
• Monthly Functional Induction - plan, schedule & execute monthly induction program; Ethics and compliance session by sharing the invites to stakeholders
• Joining merchandise - Responsible for managing inventory of merchandise for new hires in inputs from TA and work with Admin for distribution stock maintenance.
• Campus to Corporate Program - Supporting in pre-onboarding plan, ordering the pre-joining goodies and other facility and logistics arrangements.
• Execution of administrative requirements of Campus to Corporate Program for 2-3 days.

2. Employee Exits and Offboarding:

• In-line Exit Tracker - Monitoring and tracking the exit mails from manager and updating the resignation/last working date in the tracker, coordinate with manager and the exiting employee for the exit process.
• Exit formalities - Initiating exit formalities email by sharing the checklist 7 days prior to the last working date and ensure completion of the clearance process.
• Termination in workday by the manager - Ensure that the termination in workday by the manager takes place the same day the manager accepts the resignation.
• Process in-charge for exit process - SPOC and Process in-charge for the exiting employee with the queries regarding the exit process.
• No-Due Clearance - Ensure exiting employee submit their assets such as laptop, ID card, access card and other company assets on their last working date and get clearance.
• Full and final settlement - Coordinate with HR Ops and other Depts for Full and Final related process and maintaining records of notice period waive off (if any).

3. Training:

• Responsible for all training logistics as necessary
• Schedule the in-person trainings on need basis after validating the employee batch list and following through training invitation for acceptance.
• Driving learning effectiveness by collecting, collating, and sharing the Training feedback.

4. Management Information System:

• MIS - Preparation of monthly MIS; share it with HR, Site Leader, and business heads on a monthly basis.
• Headcount Report - preparing the GBU/GLT wise headcount (FTE/CL) on a monthly basis.
• Attrition Report - Leading the analysis of Employee Exits count and attrition percentage monthly and reporting it to the stakeholders.
• Rewards and Recognition report - Reporting the summary of rewards on monthly basis and sharing the analysis with the Business.
• Compensation Analysis and Attrition Analysis Report - updating and maintaining the active and exit employee details and people manager report and sharing it with BHR on requirement basis.
• Maintain data for compensation analysis and attrition analysis.
• Workday completion reports - Support in driving the completion of development items and Goals in workday by reporting out the completion status on monthly basis
• Supporting HR Analytics to drive data driven decision making and employee workday data audit and AdHoc reports on need basis.

5. Payroll & Compliance:

• Maintaining Long Service Award, Referral Bonus, Promotion and Termination tracker to share the monthly payroll input:
• Employee Master Changes - To track and incorporate the promotion, Market adjustment, role change, Compensation Increment, transfer cases in payroll input.
• One Time Earnings - to process the input for award, Long Service Awards, Patent filling award and inventors award, Referral Bonus, Joining Bonus, etc.,
• Salary Advance Tracker - Maintain and keep the record of salary advance and add the recovery of salary advance in payroll input.
• Preparation of New Hire Input collating all new hire details with worker details, bank details and compensation details as per the appointment letter.
• Preparation of Payroll inputs [Transport Deduction from admin team, RnR input from the portal, long service award, and other inputs from TA team, which is joining bonus, referral bonus, NP recovery etc., /Collecting supporting docs]

6. Rewards and Recognition administration:

• Rewards and Recognition report- Reporting the summary of awards on monthly basis and sharing the analysis with the Business.
• Long Service Award - Maintaining the tracker of long service employee list and timely updation on congratulations email and certificate template.
• Hall of Fame - Update and upload the awards input to communications team on monthly basis to share it in monthly HR newsletters.
• BRDIcon Awards - Procurement of certificates and frames for winners for the quarterly and annual awards on quarterly basis.
• Vouchers for Award - Maintaining and monitoring the amazon voucher utilization report for all locations; share the report on monthly basis and indicating to the R&R lead and site HR to procure the amazon vouchers when the count reach to threshold value.

7. Coupa & Vendor management:

• New Vendor - Responsible for vendor code creation by onboarding new vendor in BSM tool and uploading all supporting documents, contract & agreement shared by the vendor.
• Manage Coupa processes for any new/ existing HR procurement [ Employee/ New Hire Relocation, Assessment, Vouchers and Professional Fees, etc.]
• Accountable for stock tracking and procurement of new hire goodies, Campus goodies.
• Liaison with PSM and Vendor [new & old] to process and closure of any open requests.
• Operational activities: Prepare CRF\'s for Interns and share with Finance to process the stipend on monthly basis. PO - Creation in Coupa; Getting it approved; Tracking Invoices.

8. Workday Data Management:
Promotion/Comp Change in Workday - Initiating promotion/compensation change event in workday and ensure timely approval by manager and one over manager.
? Make necessary changes in workday data basis HR workday Audit.
? Employee Data and HR Audits requirements.
? Validation of employee record requests from HR Ops team.9. HR Operations Support:

• Providing company Letters and documents-

? Preparation of Promotion letters, Increment Letter, Market corrections, designation change, IJP, Role change, Transfer letters on request received from BHR.
? Internship letters and Interns completion letters for Interns
? Supporting Employees request for company letters such as-
1. Address Proof
2. Employment Proof
3. Home Loan Letters/Bonafide employee
4. Business Visa Letter
5. Adhoc Letters10. Support internal and external audit for Bangalore R&D site as per site policies.

Rangam Infotech