Sr. Executive / Assistant Manager- HR (Performance & Rewards)

About the Role:

• • The Assistant Manager - Performance & Rewards will be responsible for managing the performance and rewards related projects as per the business objectives. This position will carry out responsibilities, primarily focused on, but not limited to managing performance appraisals, Performance Bonus & Incentives Calculations, Employee Policies, PIPs, Job Descriptions & Job Profiles, Probation Termination/Extension review, etc.
  • The incumbent will report to AGM - HR (Performance, Rewards & Workday systems) and will have to work as part of a multi-functional team and this involves collaboration with various internal and external stakeholders

General Duties & Responsibilities

• • Managing Annual/Mid-year performance appraisals for all the employees within defined timelines
  • Design/update HR policies & manage policy roll-out  and Employee communications
  • Manage calculation and payouts of Annual/Quarterly Performance Incentives and Sales Colleague Retention Incentives
  • Manage the Rewards and Recognition for Corporate Staff right from seeking recommendations, evaluating with the Panel, communication and payout of rewards.
  • Manage calculation and payouts of Referral Bonus as per the policy on a monthly basis
  • Collaborate with HODs to gather recommendations related to succession planning. Prepare the succession reports as per the stakeholders’ requirements.
  • Prepare Job Descriptions & Define Work levels as per the company Grading Policy. Create Job Profiles for the Workday as and when required.
  • Manage Performance Improvement Plans covering discussions with the employee and line managers, Monitoring Performance during PIPs and Reviews to take final decision on the outcome of the PIPs. 
  • Review Probation Termination/Extension cases, present the case details for the CHRO’s approval and Manage the Employee communications post approvals.
  • Monitor the FnFs of the employees on the Retention Scheme and provide inputs of recovery to the FnF team.
  • Review Employee promotions, redesignations, and other transitions to ensure the right designation and work level is assigned during the transition. 
  • Support ad-hoc projects as and when required.