Assistant Manager - Business HR

About The Company Tata Communications Redefines Connectivity with Innovation and IntelligenceDriving the next level of intelligence powered by Cloud, Mobility, Internet of Things, Collaboration, Security, Media services and Network services, we at Tata Communications are envisaging a New World of Communications

Broad outline of the Role

• Responsible for implementation of HR initiatives, policies and processes related to recruitment, employee engagement, learning and development, and talent management and to improve business outcome. This is an operational role, responsible for delivering results that have direct impact on the achievement of results within the business.

Minimum Qualifications & Experience

• MBA or a post graduate degree in HR
• 5-7 years of experience in HR

Other Knowledge & Skills

• Ability to understand the business and key requirements.
• Adept at using HR technologies and tools for data analytics and solutioning.
• Demonstrated analytical thinking, problem solving, and decision-making skills.
• Outstanding interpersonal and communication skills, both verbal and written.
• Demonstrable ability to create and give business and technical presentations and demos.
• Demonstrated experience in gathering and understanding customer business requirements.

Key Responsibilities

• Facilitate talent review and calibration sessions with business leaders.
• Prepare Annual Operating Plan (AOP) for sub functions within a business unit and per quarter outlook projections based on business needs, projected attrition, and expected location movements.
• Track adherence to manpower budget and take corrective actions in case of deviations.
• Facilitate roll out of ESAT roadmap for business and effective implementation of plan.
• Implement key projects in the areas of Talent management, winning mix or diversity, retention and attrition management at workplace and various other areas to ensure best employee experience.
• Initiate and manage HR projects and initiatives, monitor progress, and make course corrections if required.
• Create and review analysis on various factors like employee engagement, attrition, headcounts, etc to arrive at HR initiatives within the business.
• Partner with HR COE to drive implementation of talent management practices.