HR Manager - Performance And Rewards

About the Role

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• The Manager - Performance & Rewards will be responsible for managing the performance and rewards related projects as per the business objectives. This position will carry out responsibilities, primarily focused on, but not limited to managing performance appraisals, Performance Bonus & Incentives Calculations, Employee Policies, PIPs, Job Descriptions & Job Profiles, Probation Termination/Extension review, etc.
• The incumbent will report to the Head of Performance and Rewards function and will have to work as part of a multi-functional team and this involves collaboration with various internal and external stakeholders

Job Responsibilities:

• Drive the projects and BAU of the Performance and Rewards through the assigned team.
• Review the ongoing Projects and Tasks to ensure all are delivered on time and as per the required quality.
• Analyse the KPIs related to processes managed by the Performance and Rewards team and come up with the actionable inputs.
• Ensure the dashboards for all the key HR Processes are in place and are updated on a regular basis.
• Work on the salary benchmarking to complete the salary surveys and map the salary ranges to the different roles within the organization.
• Managing Annual/Mid-year performance appraisals for all the employees within defined timelines and within the assigned budget.
• Review/update HR policies & manage policy roll-out and Employee communications
• Manage calculation and payouts of Annual/Quarterly Performance Incentives and Sales Colleague Retention Incentives
• Manage the Rewards and Recognition for Corporate Staff right from seeking recommendations, evaluating with the Panel, communication and payout of rewards.
• Manage calculation and payouts of Referral Bonus as per the policy on a monthly basis
• Collaborate with HODs to gather recommendations related to succession planning. Prepare the succession reports as per the stakeholders’ requirements.
• Prepare Job Descriptions & Define Work levels as per the company Grading Policy. Create Job Profiles for the Workday as and when required.
• Manage Performance Improvement Plans covering discussions with the employee and line managers, Monitoring Performance during PIPs and Reviews to take final decision on the outcome of the PIPs.
• Review Probation Termination/Extension cases, present the case details for the CHRO’s approval and Manage the Employee communications post approvals.
• Review Employee promotions, redesignations, and other transitions to ensure the right designation and work level is assigned during the transition.
• Support ad-hoc projects as and when required.

Key Result Areas:

• Performance Appraisals and Pay Reviews
• Salary Benchmarking
• Bonus/Incentive Calculations, Communications and Payouts
• Accurate and Timely payouts of Referral Bonus
• Policy Communications, Implementation, and Query Management
• Performance Improvement Plans
• Rewards and Recognition Programs
• Job Descriptions and Job Profiles
• HR Dashboards

Competencies (Skills essential to the role):

• Excellent Verbal and Written Communication
• Good Analytical & Troubleshooting Skills
• Strong in Planning and Organizing
• Result Oriented
• Knowledge about ongoing HR practices in OD & Performance Systems

Educational Qualification / Other Requirement:

• Master’s degree or any other equivalent degree in Human Resources
• 6-8 years experience
• Willingness to travel
• Proficient in MS Office
• Hands-on experience in Google Suite will be an added advantage

Role Type / Key working relationships:

• Individual Contributor
• Internal team
• External stakeholders

What can you expect from RPCI?

• Our values lie at the core of our mission and vision. We believe that it’s our people who make our company what it is. We believe in:
• Service
• Relationships
• Teamwork
• Responsibility
  
  Interested candidates can share resume on below mentioned email