Key Responsibilities:

 Lead and manage the local HR Management Function to ensure effective value to the
organization.
 Build up and maintain a close relationship with internal customers to ensure that
business needs are taken into consideration in developing HR initiatives and that HR
Standards/Procedures are fully understood and implemented within support area.
 Recommend, implement and update guidelines and policies in order to ensure relevant
HR services and consistent standards of employment in alignment with other HR relevant
HR functions and other departments
 Work closely with Line Management in structuring and developing their respective teams
(e.g. team line up, regular HR fitness check) and support agreed action plans.
 Support Performance Management including low performance management and
disciplinary measures in alignment with line managers.
 Ensure proper handling of respective administration tasks
 Manage personnel planning, annual salary rounds and promotions/salary adjustments for
defined areas in accordance with GSMS-process
 Support the implementation of Personnel & Management Development tools and
concepts (such as Talent Management and Succession Planning initiatives). This also
incorporates liaison with Line Management and employees in regard to Fit for Today and
tailor-made training activities.
 Ensure proper updates of SAP modules (e.g. Org Management, Recruitment) and HR
reports (applicants, open positions, entry/exit, etc) on a regular basis
 Take ownership for HR projects (e.g. Global Salary Management System, Performance
Evaluation Process) and at least 1 key initiative in alignment with the Business Plan
 Ensure and execute effective absenteeism & health management (BEM)
 Ensure top – and low performers are identified and initiate/execute action

OYO
1. Be the people advisor and partner for the respective business

2. Build and implement a culture of passion, ownership across

3. Provide coaching to functional heads on an ongoing basis on leadership, people management,

motivating and engaging teams

4. Work with the BHs on the manpower planning with a short, mid and long term view as part of
the AOP process

5. Consistently engage with high potentials/critical talent using formal and informal tools and
forums

6. Conduct regular reviews on people strategy , talent management with the BHs

7. Provide design inputs on incentive schemes the central HR excellence teams

8. Drive the region specific employee engagement initiatives like employee- leadership connect
sessions, town halls, R&R in the business

9. Ensure accurate and timeline reporting of key data points (recruitment, headcount, cost,
attrition, amber feedback, exit feedback) to the business in the form of dashboard, reports etc.

10. Ensure compliance across all HR processes like Induction , POSH training, payroll
processing, new joiner and exit process,
11. Work with the TA team at the region office across all levels

12. Drive the execution of key HR processes like induction, performance management, learning
academy

13. Oversee the employee lifecycle management from offer stage to exit

 Job evaluation and compensation benchmarking 

 To create salary offers for new recruits and internal transfers structure based industry
 benchmarks and internal parity 
 To manage and govern the bonus & incentive policies & pay-outs for various roles 
 To manage, cascade and govern SAARC level HR Policies and employee benefits as per
the organization requirement 
 To own and roll -out the performance management process and salary increase process
for the organization 
 To be responsible for employee life cycle management of all employees of a certain
business for ASSA ABLOY in India starting with hiring, KPI setting, continuous
performance feedback, development activities and exit interviews 
 To be able to work on employee engagement & manage independent relationships with
people managers to ensure employee retention and grievance handling
 To be able to proactively understand proactive hiring and retention needs

JOB TITLE: Senior HR Generalist (4204063)

PRIMARY RESPONSIBILITY:

Performs human resources duties in areas such as employment, compensation, benefits,

employee relations, or other special projects. Serves as a contact and advisor for employees and
managers in multiple business segments.
Provides information, assistance and resolution regarding policies, procedures, and employment
issues.
Provides human resources related support to multiple business segments. Leads special projects
and prepares personnel reports, as needed.

KNOWLEDGE/SKILLS/ABILITY:

Advanced knowledge of employment, compensation, benefits, employee relations, and other

special HR topics.
Advanced knowledge to provide human resources related support to multiple business
segments, including managing projects or portions of projects.
Intermediate skills to enter data into the HR Information System.
Ability to utilize knowledge and understanding of industry practices and company policies and
procedures to resolve a wide range of issues in imaginative as well as practical ways.
Advanced communications skills, written, verbal and presentation.
Ability to present the same information in a variety of ways and adapt to the specific audience.
Ability to maintain confidentiality in all situations.
Ability to successfully work and promote inclusiveness in small groups. Ability to provide
FANATICAL support.

JOB COMPLEXITY:

Applies knowledge of human resources best practices, laws, and regulations to address issues
of employee relations.
Uses professional concepts; applies company policies and procedures and interprets legal
regulations to resolve a variety of HR related issues.
Assists Rackers with problems or changes in benefits elections.
Exercises judgment to determine appropriate action for specific situations. Initiates the VISA
process by working with the immigration attorney.
Works with and advises managers regarding employee development, rewards, and performance.
Works collaboratively as a member of a team to establish common procedures and address new
circumstances and/or events.
Performs data entry for employee changes in HRIS system.
Reviews data and provides notice to appropriate HR team of inconsistencies or errors.
Coaches managers in conversations and delivery to Rackers of performance related
conversations.
Provides support in the delivery of disciplinary actions and Performance Improvement Plans,
including terminations.
Maintains currently knowledge of Federal, State and Local HR Regulations. Evaluates current
practices and processes and implements improvements in efficiency and effectiveness.
Researches best practices and provides presentations and recommendations to team on
implementation/adoption of practices that will be successful at Rackspace.

SUPERVISION:
Operates under minimal supervision, with limited review of work in progress.
Contributes to team review and resolution of new issues.

EXPERIENCE/EDUCATION:
Bachelor’s degree from an accredited institution and a minimum of 5 years of professional
human resources experience, including a minimum of 3 years of HR Generalist experience
required.
Demonstrated ability to consistently provide FANATICAL support.

PHYSICAL DEMANDS:
General office environment.
May require long periods sitting and viewing a computer monitor. Considerable levels of stress
may occur at times.
No special physical demands required.
Ability for flexible schedule due to 24/7 nature of the business.

 Promoting equality and diversity as part of the culture of the organisation;

 Implementing open culture in company while maintaining the productivity.
 Recruiting staff - this includes developing job descriptions and person specifications,
preparing job adverts, checking application forms, shortlisting, interviewing and selecting
candidates;
 Developing and implementing policies on issues like working conditions, performance
management, equal opportunities, disciplinary procedures and absence management;
 Preparing staff handbooks;
 Working on pay and other remuneration issues, including promotion and benefits;
 Undertaking regular salary reviews;
 Negotiating with staff on issues relating to pay and conditions;
 Administering payroll and maintaining employee records;
 Interpreting and comply on employment law;
 Dealing with grievances and implementing disciplinary procedures;
 Developing with line managers HR planning strategies which consider immediate and
long-term staff requirements;
 Planning, and sometimes delivering, training - including inductions for new staff;
 Analyzing training needs in conjunction with departmental managers.
 Employee Engagement