Priya Nair

Essential Functions of the Job:

LEAD:

• ERM updates (Monthly) - Make updates on ERM tool ahead of each cycle. Reflection of CCGL changes. Team moves (e.g. from TE to Tech), promotions
• CCG related activities:

Manage CCG mailbox (Daily) - Send out comms, deal with ongoing queries coming in from Comp leads/CCGLs/counsellors regarding PMDP, share CCGL spreadsheets and manage returns.

Manage CCG tracker (3 times a year for LEAD cycles) - Keep track of CCG meeting dates, outputs returned, chasing returns & missing data

Maintain CCG mapping (Monthly and for each cycle) - Manage CCG allocations - check all employees are covered, in correct CCG and counsellor details are up to date, manage changes from business with regards to CCGs and CCGLs. A cut of this data is issued out to councillors ahead of CCG meetings to advise them who they need to invite to CCGs - but we are looking to do this differently so CCGLs can rely on LEAD.

CCGL briefings (Once a year) - Diarise Consulting CCG briefings and support with development of content

Consulting CCG output template (For each cycle (3)) - Collating data to produce CCG output template to include; headcount data & D&I, previous cycle outcomes and data required from current cycle in terms of feedback and outputs from CCGL.

Lead cycle analysis based on CCG outputs (For each cycle (3)) - Provide data regarding promotion numbers, lower/under performer data, and D&I split across this

• Promotions and Year end (Annual activity):

Promotions - Analysis of CCG output on promote: quantum vs capacity and D&I

Other year end - Review of allocation of performance awards vs capacity and D&I

Salary communicator allocations - Engage with competencies to get data round salary communicator details, complete and submit to Reward

• Holiday carry over process:

Service line contact for holiday carry over exception requests - Review individual cases based on criteria (Based on volume December/January)

Track SL requests - Submit Consulting exceptions for processing

• Reward and Recognition:

Review Applause reporting (Suggest monthly) - Access reports regarding Consulting usage of spotlight awards, ecards etc

• Onboarding:

Virtual Welcome to Consulting (Monthly) - Diarise and invite NJs

Secure Lead presenters (Monthly) - Check availability and diarise

Drop in sessions (Fortnightly)- Diarise and manage invitations of Talent

Managing New joiner handbook:

- Bimonthly review and update

- Send out welcome email with Benoit video and handbook on Day 1 of joining

• Mobility:

Manage Consulting mobility tracker (Monthly) – Keep up to date view of Consulting mobility inbound, outbound and in progress cases

Keep up to date view of Consulting mobility inbound, outbound and in progress cases (Quarterly) - When operating manage the cyclical activity on GNH applications inbound and outbound

• PODs:

POD leaders briefings (Monthly) - Diarise, agree agenda with Talent team, produce deck, connect with any additional speakers.

POD leaders master list (Ongoing) - Manage up to date list. Manage POD teams channel accordingly to reflect list.

• Employee Experience:

Exit interviews (Monthly) - Sending out Exit interview prompts

People pulse (Quarterly) - Next Wave people pulse reporting

Onboarding surveys – TBD

• Ad hoc:

Ad hoc interview set up and panels for key assessments.. PAPs, APs

Monthly talent reports, D&I and ad hoc

Letter production as required

• Being accountable for the HR Operations of entire MENA Region
• Managing Escalation and Audits of the team members
• Upskilling and motivating the team, assessing their performance delivering proper vision thereby enhancing productivity
• Working with senior management and HR clients to develop and implement HR plans
• Executing HR activities, managing employee/labour relations, and local talent running efforts
• Facilitating best practice sharing of action plans within team
• Maintaining a high-quality work environment for both employees and customers
• Addressing any disciplinary or performance problems in accordance with company policy and appropriately documenting all actions taken
• Expertise knowledge in policies and GHRS/SuccessFactors platforms.

• Accountable for end to end offshoring process
• Responsible for handling Training Coordination
• Handling Recruitment and Starter process
• Responsible for Employee Engagement activities
• SPOC for employee counselling.

• Resolving level 1 technical issues end user encounters and connecting users with more intensive IT support, when needed
• Handling Service now management, delivering technical support when required.