Partner HR Colleague Experience-SUPPORT SERVICES-HR Colleague Experience

India·JaipurOn-sitemid

OtherPartner

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Overview

Key Responsibilities Workforce Stability & Retention Track and drive workforce stability initiatives to reduce attrition and improve retention across assigned business units.

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OtherPartner

Responsibilities

~1 min read

Track and drive workforce stability initiatives to reduce attrition and improve retention across assigned business units.
Analyze attrition trends and identify key drivers impacting employee turnover.
Design and implement targeted retention interventions for critical talent and key roles.
Monitor workforce health indicators and recommend corrective actions.

Facilitate internal career mobility initiatives and support IJP programs.
Enable career development discussions and succession planning initiatives.
Partner with business leaders to identify talent pipelines and growth opportunities for employees.
Promote a culture of continuous learning and career progression.

Act as the ambassador for employee experience initiatives across business units.
Conduct regular branch visits and employee connect sessions to gather field insights.
Drive employee engagement initiatives, townhalls, recognition programs, and reward & recognition activities.
Ensure closure of employee feedback mechanisms, including PTM actions and engagement surveys.
Monitor and improve Employee Net Promoter Score (eNPS).

Conduct regular employee interactions through structured touchpoints including Meet-5, 30-60-90 day connects, and leadership interactions.
Build strong relationships with employees and business leaders to drive people-centric outcomes.
Escalate and address employee concerns proactively.

Support implementation of diversity hiring and inclusion initiatives.
Monitor diversity metrics, retention, and engagement of diverse talent segments.
Partner with businesses to foster an inclusive workplace culture.

Drive goal setting, goal updation, and performance review processes.
Ensure timely completion and closure of performance cycles.
Support managers and employees in effective performance discussions.
Monitor adherence to performance management timelines and governance.

Ensure adherence to people-related governance frameworks and compliance requirements.
Drive staff rotation and mandatory leave compliance across business units.
Support audit, risk, and regulatory requirements related to workforce management.

Lead and support strategic HR and employee experience projects.
Drive transformation initiatives aimed at improving employee satisfaction and organizational effectiveness.
Track project outcomes and present insights to leadership teams.