Competency Mapping
Competency Mapping
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
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
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
PRIMARY RESPONSIBILITY:
KNOWLEDGE/SKILLS/ABILITY:
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.