People Partner Manager @ Criticalriver

Job Description:

Skill: People Partner Manager

Exp: 10+ years

Workforce Planning:

Collaborate with TAG, Practice and leadership to align hiring with company s goals.

Track Reqs, identify critical roles, skill gaps, and upcoming workforce demands to identify and track the Onboarding Projects. Track Recruitment Forecast and prepare Onboarding by ensuring team alignment and planning.

Articulate the Company s Onboarding SOP and Standards at all levels to achieve process efficiency and Employee EX.

Salary Negotiation for People Managers and Non-Billable Roles:

Collaborate with Finance, TAG and Practice to determine budgets for the roles.

Facilitating the Salary Negotiation Discussions between the hiring manager and the candidate to ensure a smooth negotiation process.

Balancing Business Candidate Expectations by negotiating within the approved salary range while addressing the candidate s concerns and explaining the company s benefits.

Provide a comprehensive review of the company s Non-Monetary Benefits, like flexible work arrangements, global exposure, mentorship, wellness and learning opportunities.

Track and record the replacement Vs new requirements to assess Hiring Budgets with Practice and Sales

Onboarding Process Management:

Develop, implement, and continuously improve the employee onboarding process.

Coordinate pre-employment activities such as documentation checks, reference checks and PF Compliance Verification. Execute the Offer Release and Onboarding Process with less manual work.

Ensure new hires receive the tools, system access, and resources for a successful start. Track and monitor onboarding progress to ensure timely completion of all tasks. Minimise onboarding waiting time by automation, team collaboration, and pre-onboarding candidate connect.

Automate and Enhance Onboarding Processes by adopting new technologies and tools.

New Hire Experience Engagement:

Act as the main point of contact for new employees and leaders, addressing inquiries and concerns. Facilitate orientation sessions to introduce new hires to all departments, SPOCS, company culture, policies, and expectations.

Execute the New Joiner Buddy Programme to create personalised employee plans.

Gather and analyse feedback from the new hires to improve onboarding programs.

Team Management and Development:

Define performance objectives and KRAS to the People Partners with the SMART Goals, Expectations and Team Contributions.

Conduct regular performance feedback and provide coaching for employee development. Implement employee upskilling and reskilling programmes

Understand the Team s needs and improve accountability at all levels.