GURURAJ BHAT

Process Custodian

➢ As a Process Owner, review, analyze and assess processes, tools, data, and documentation ensuring lean process controls and audit posture. Conduct Lean analysis such as Value Stream Mapping to optimize constraints and remove impediments. The goal is to improve the flow of work and deliver more value. Find bottlenecks in processes, investigate the reasons behind them, and suggest solutions to solve them.
➢ End-to-End process management (Hire, Change Job and Retire) on Adonis and Policy (Desktop Procedures) documentation which includes ensuring up to date workflows and control points. Manage changes to the process with the appropriate counterparts (functional leadership, product owners, legal, data privacy and information security). Enable and re-educate employees to ensure adoption of standard processes and best practices.
➢ Collaborate closely with Information Security to identify critical process controls. Establish a regular reporting & review cadence that identifies and addresses potential risk areas, presenting findings to the LT and re-educating relevant parties when required. Represent ELC in audits - demonstrating a broad knowledge and understanding of processes, tools, requirements, and environment.
➢ Focal & SME for Data Protection, Employment Law & Compliance, collaborating closely with the relevant teams to translate legal requirements into tools and processes - always building for scale, efficiency & overall experience.

➢ Act as a Point of Escalation for inconsistent application of policies and processes and work with COEs and business to create alignment. Proactively Intervene by identifying trends and patterns in issues being escalated by business and internal HR teams to proactively work with COEs and drive solutions. Proactively reach out to understand areas of importance to focus efforts, pre-empt problems, and get in front of challenges and obstacles before they occur.

➢ Be an Approver for transactions in Workday that require audit and validation of process steps and flagging for anomalies.
Global HR SharePoint Content Management
➢ Manage the Global HR SharePoint by periodic revisions to the structure, content, and communication.
Lead of best-in-breed add-on solutions aimed at enhancing the user experience, performing research, and recommending related tools and technologies:
➢ Leading the digital adoption platform initiative in terms of developing a business case, identifying the best product in the market, check the feasibility of incorporating in the current IT landscape with IS team and move ahead with the implementation and deployment.
➢ Support functional enhancements around Workday’s “People Experience” and other adoption modules.
➢ Handle gathering requirements, Gap Analysis, writing Product Requirements, Functional Specifications and Test Plan documents, configuration documents.
Leading communication efforts
➢ Ensure understanding and helping drive adoption & necessary process changes for HR Information System (HRIS) implementations and/or upgrades.
Lead Country Workshops (CWS)
➢ Educate the identified community on the global design of the HR Core business processes, brainstorm the local deviations – assess the merits, legal obligations, oversee the documentation and communicate it to the project team and stakeholders.
Translation lead for HRIS
➢ Identify the languages to be enabled on the HRIS in alignment with countries and maintain the appropriate liaisons with internally and the vendor.

Roles and Responsibilities (HR Shared Services > HRIS: Workday, Ticketing Tool: ServiceNow)
People Services – Lifecycle Team
➢ Service Delivery Lead with expertise in process and operational excellence across HR functional areas of Joiner, Mover, Leaver and Performance Cycle (Hire to retire) in service delivery and customer support model.
➢ Transition and Maintenance of Australia and Africa people processes to Bangalore Center.

➢ Workload Allocation/Resource Management: Generate report(s) daily to show query volumes across resolution team, allocate workload to Advisors, monitor their performance against workload allocated to them and share any relevant insights on individual and/or team performance with the Team Leader. In the event of underperformance, propose mitigation action(s).

➢ Workforce management: Full visibility of Resolution team’s whereabouts (including planned and unplanned absence) and ensures it’s adequately resourced to support business-as-usual activities, cyclical HR activities and projects. Work closely with other Lead Advisors to enable a ‘one first point’ approach.

➢ Manage the performance management of the Advisors through periodic intervention as per the organization performance cycle.

➢ Receive escalations and exception requests, handle special cases and complex queries through specialist knowledge. Manage the investigation of any unresolved complex queries until they’re resolved. Lead the team or Pod through the full investigation cycle and share any relevant learning insights with them.
➢ Ensure consistent and reliable service delivery by defined KPI and SLAs adherence:
o Service delivery KPIs (SLA adherence, first-time-right scores, etc.)
o Team optimization KPIs (capacity allocation, utilization, rationalization, capability building)
o Systems optimization KPIs (security reviews, usage, need vs. functionality mapping, etc.)

➢ Work closely with global HR CoE's and corporate partners to resolve urgent/sensitive issues and clarify interpretation of policies/procedures. Support, liaise and actively partner with the HR community as primary stakeholders (HRBPs, HR managers and CoE leads) by way of providing operational excellence and supporting their needs & requirements.
➢ Internal HR Data Audit Champion for Data Quality maintenance.

➢ Induction & training: Manage the induction of new hires into team or Pod, analyses Advisors’ training needs and creates/facilitates capability-building interventions thereby delivering customers with a great experience, driving continuous improvement initiatives, and building our Advisors’ capability and confidence, so they become experts in their chosen field. Manage team resource plans, training & development plans, succession plans together with a focus on capability building, cost optimization and rationalization.

➢ Design the framework and processes for managing the services provided to markets, establish a cadence across markets to engage HR leaders and encourage two-way communication, Provide visibility to markets around metrics and SLAs, Maintain dialogue on opportunities for collaboration with markets, Provide an escalation framework for markets to escalate issues.

Change Management and HRIS
➢ Super User responsibilities (editing, configuration, access, security) include Managing User access; managing on hold/escalations/reassignments; maintaining training manual and assisting with process documentation; monitoring case status and ensuring cases closed in timely manner (reviewing reports).

➢ Collect Business Requirements, implement standard operating procedures and Test & implement Workday HCM Core Business Processes. Investigate and evaluate Workday functionality for the Processes.
➢ Enter & validate test cases for various business processes.
➢ Intake of requests from markets for change in processes.

➢ Understanding requests and conducting impact analysis.

➢ Facilitating decision making for requests by involving the right parties in alignment with global principles of standardization and simplification.

Reporting

➢ Collation, processing and reporting of HR operational metrics to key stakeholders.

➢ Drive simplification and standardization and automation in reporting activities.

➢ Ensure compliance to global and local data protection policies in data handling for reporting.

➢ Handle and process data requests for statutory and business purposes.

Employee On-boarding and Induction
➢ On-Boarding & Induction – handle settling-in activities for new joinees post the org level formalities are completed. Conduct department specific induction program for new joinees.
➢ Feedback Collation & Inputs - administer feedback and collate metrics of the department level induction and assimilation processes from new joinees. Provide inputs for enhancements based on execution realities.
➢ Salary Input to payroll team.
Exit Activities
➢ Exit Interviews – ensure completion of exit interviews for all employees of the department being separated.
➢ Full and final Settlement.
HR Metrics & Reporting
➢ Reporting – manage periodic reports on key HR parameters needed by the department and provide data inputs and / or other analysis as required.
➢ Metrics – capture data points for HR process’ metrics and execute processes to ensure adherence to the unit.
Employee Query & HR Help Desk
➢ Function as a single point of contact for employee queries and grievances. Appropriately manage the same as per the hr process defined.
➢ Time management and related initiatives towards driving work-life balance for employees.

Employee On-boarding and Induction
➢ On-Boarding & Induction – handle settling-in activities for new joinees post the org level formalities are completed. Conduct department specific induction program for new joinees.
➢ Feedback Collation & Inputs - administer feedback and collate metrics of the department level induction and assimilation processes from new joinees. Provide inputs for enhancements based on execution realities.
➢ Salary Input to payroll team.
Exit Activities
➢ Exit Interviews – ensure completion of exit interviews for all employees of the department being separated.
➢ Full and final Settlement.
HR Metrics & Reporting
➢ Reporting – manage periodic reports on key HR parameters needed by the department and provide data inputs and / or other analysis as required.
➢ Metrics – capture data points for HR process’ metrics and execute processes to ensure adherence to the unit.
Employee Query & HR Help Desk
➢ Function as a single point of contact for employee queries and grievances. Appropriately manage the same as per the hr process defined.
➢ Time management and related initiatives towards driving work-life balance for employees.

Recruitment
Responsible for the entire life cycle of recruitment process
➢ Carried out Walk-in Interviews.
➢ Sourcing the CV through Job portals, internal references and Screen profiles of candidates, short-list and call suitable candidates for discussion.
➢ Conduct preliminary round of interview and test.
➢ Manage and coordinate interviewing teams and schedules.
➢ Responsible for maintaining various MIS and reports.
➢ Conducting Induction program for the new joinees.
Employee On-boarding and Induction
➢ On-Boarding & Induction – handle settling-in activities for new joinees post the org level formalities are completed. Conduct department specific induction program for new joinees.
➢ Feedback Collation & Inputs - administer feedback and collate metrics of the department level induction and assimilation processes from new joinees. Provide inputs for enhancements based on execution realities.
➢ Salary Input to payroll team.
Performance Management
➢ Implementation of the performance management framework /appraisal cycles and related activities at the department level.
➢ Ensure process compliance and timely completion Handle related queries / communication. Provide inputs for enhancements based on operational realities and employee feedback.
➢ Performance Review, and implementation of SMART KRA’s.
➢ Deliver PMS awareness sessions to employees to educate them about the process.
➢ Ensure timely completion of PMS activity -Process wise & Normalization.
➢ Share the results via appraisal letters to the employees.
➢ Career Development planning initiative in projects.
➢ Putting the entire process in Standard Operating Procedure (SOP) to streamline processes.
Employee Query & HR Help Desk
➢ Function as a single point of contact for employee queries and grievances. Appropriately manage the same as per the hr process defined.
➢ Time management and related initiatives towards driving work-life balance for employees.
Exit Activities
➢ Exit Interviews – ensure completion of exit interviews for all employees of the department being separated.
➢ Full and final Settlement.