In this exciting role, you will have a dual reporting to the Head of Administration & Finance, GSC and General Manager, GSC & Service Architect Practice. You will provide strategic and operational People & Culture support to the team. This is a pivotal role in the delivery and the management of People & Culture support and must also work closely with the Finance & Commercial Department to ensure integrated team support.
The role requires a sound level of skill in all Human Resources functional areas including: staffing, compensation, payroll, employee relations, learning & development, performance management, and talent management. The individual will apply their expertise to improve processes and support business strategies.
Main Responsibilities
- To identify issues or problems, proactively address concerns, and partner with others in the local and regional HR community to develop solutions
- Engaged in requirements analysis, design, development, deployment, and support of HR programs to meet critical business objectives.
- Consult with the in country and regional leadership team to determine the key HR strateges to meet business objectives, while ensuring linkage to the regional HR strategy and program architecture.
- Manage organizational design and resource deployment to drive increased productivity and achieve optimal labor efficiency.
- Deploy targeted sourcing strategies and attack plans for hiring talented ICT associates
- Coach, mentor and hold stakeholders / managers accountable for creating a positive and engaging work environment which attracts, retains and motivates employees.
- Facilitate a pay-for-performance culture by implementing performance management methodologies to differentiate top and bottom performers and by ensuring that compensation plans reward accordingly.
- Provide internal benchmarking to assist managers in making better compensation decisions that align with organization and company strategies.
- Actively drive a Talent Management plan that identifies top and bottom talent, establishes action plans for managing talent and determines successors for key roles.
- Partner with managers to identify key/outstanding performers and to ensure appropriate recognition, motivation, and retention plans are in place
- Engage with Learning & Development team to establish a plan to bridge talent gaps through deployment of development and training experiences that improve organizational capability.
