Principal - Compensation & Benefits

Job description

- Provide insights and recommendations for the definition of the short term and long term strategy framework of the function. Create 3-year, 1-year and short-term plans based on the strategy and deploy the same effectively to meet the objectives of the function. - Create proposals for new policies/changes to existing policies in the relevant area of work based on multiple sources – industry knowledge, market realities, and employee inputs, support the Policy Council function and provide change management insights for implementing the policy. - Research and develop points of view for crucial HR initiatives to have maximum organization, client and employee impact. Guide the creation of the solution that could span multiple functions and groups, secure buy-in from senior leadership and direct the actionizing. Ensure that the function serves as an effective partner in meeting business objectives. - Manage relevant HR process and systems across the organization/group handled. Ensure effective budget management to be able to meet function requirements in a cost-effective manner. Continually review the process for efficiency and effectiveness and ensure enhancements on a periodic basis by taking into account feedback from multiple groups/usage of cross functional groups. Publish quarterly benchmarking reports on HR best practices across the industry. Define success criteria for process excellence and manage dashboards to track and meet/exceed the targets. - Guide the creation and design of relevant dashboards to capture and highlight key lag and lead indicators on a periodic basis to ensure real-time health reporting. Lead high-end analytics by factoring inputs from multiple groups including business, which could potentially lead to recommendations that have business impact. - Build HR capability in the relevant function / for the relevant processes while ensuring that knowledge sharing is managed effectively to transfer any context sensitive content. Provide opportunities for teams to build capabilities by exposure to different responsibilities as well as through structured organizational mechanisms. - Build strong networks and relationships with internal customers/partners, create/enhance listening mechanisms and provide context-sensitive support in order to solve customer problems. Become a trusted advisor by leveraging available trend information, evaluating the impact on the customer and sharing a point-of-view for resolution. - Build robust alliance and vendor partnerships based on long-term strategic directions as well as short-term requirements to complement and supplement internal capabilities. Set up a vendor effectiveness model to ensure that organizational priorities are met while maintaining a win-win relationship. Manage vendor transactions in line with the laid-down processes and guidelines. - Support the enhancement of the organization brand by showcasing relevant practices in industry forums and enriching the employee value proposition for existing and new talent pools. Guide team on effective positioning through the right surveys and studies. Lead the sharing of insights with senior HR leaders in order to integrate findings. Review and sign off artifacts for strategic forums and award proposals. Enhance internal HR positioning through multiple mechanisms. - Lead the conceptualization, design and deployment of any function-specific initiatives leveraging strong subject-matter expertise and ensure meeting of the defined success criteria.