Senior Executive – Sales HR Ops & Recruitment (Third Party payroll)

Job Description:

JOB DESCRIPTION

Business Title: Senior HR Executive (Sales Off-role)
Reports to (position): Sales HRBP
Global Function: Human Resources Global

Department: Human Resources

Role Purpose Statement (Write a brief statement regarding the objective of the position and why it exists):
To focus around developing policy and enforcing procedure. To be accountable for systems such as processing payroll,
recruiting, hiring, Sales HR Talent Management.

Main Accountabilities (List 6-8 major areas of responsibilities in order of importance, and purpose of these activities:

1. Recruitment & Pre-Onboarding
• Creating Job requisition in system
• Sharing position with consultant/sourcing CV’s
• Activate employee referrals
• Screening of profile’s
• Setting up interviews (HR + Manager + Business Head)
• Sharing feedback of interviews and tracking of interview evaluation sheet
• Post shortlisting :- Coordination for documents with candidate ( Offer letter/Appointment letter/Last 3 months salary slip/Latest incentive letter/Pan Card)
• Preparation of fitment and negotiation with candidate
• Post confirmation, offer generation (Excel Updation + Offer letter to be release)
• Offer letter + Fitment okayed by Saket and then May. To be released to candidate
• Health Check Up – To be checked and approved. Get resignation acceptance
• Background verification to be carried out
• Confirm D.O.J…and raise a request with BBS HR on Ellevo ( Position ID creation & EC Hire set up)..Set of documents to be collected
• At that time of joining 1) Documents to be collected as per joining checklist and filled to be sent to BBS + Laptop delivery
• ID card creation + Visiting Card Inputs to Administration Team.
• Org Announcement , Welcome letter, Manager notification, Buddy Assignment for transition
• Close the Job requisition on system
• Updation of recruitment tracker (Ongoing) + Offer generation
2. Employee Life Cycle Management
 Employee Confirmation, Reporting change, Promotion, Transfer to be completed within timelines
3. Manpower Planning
• Team lease employee budgeting + Manpower Planning
• On roll sales HC
• Maintaining HC summary – On roll + Off roll positions and update (Monthly Basis) /HC reconciliation
• Share HC summary ( On roll + Off roll) monthly

4. Org Structure Updation
 Revisit the org structures and update the same as per EC report/Saurabh’s HC data match
 New positions if any to be updated
 Level wise HC structure to be followed
5. HR Dashboards
 Attrition Analysis, Exit Interview Analysis .
 Sales Incentive quarterly analysis
 MIS dashboard

6. Teamlease Payroll
 Teamlease Budget File.
Checking resignation and new joined cases (Reconfirming their DOJ and LWD)
 Checking for additional input if any while sharing the Attendance input with Teamlease
 Final calculation received from Teamlease
 Checking the final file (Checking deductions like Loss of Pay, PF,Tax or any other)
 Confirming about the calculation to Teamlease
 Upon receiving the invoice - sharing with payment team for processing payment (SC,PO & GRN are made
in this process)
 Once the payment is made payment team shares UTR details, which is to be shared with Teamlease for
payment processing.
7. Adhoc Projects
 Conducting B2B Sales Trainee Leadership Review Meet & Facilitating.(Taking PPTs, Reviewing & Updating
BU head on the schedules& Presentation submission status)
 Sales On roll & Off role TA/DA benchmarking by collecting industry practices.
 Employee profiling
 Off roll to on roll movement
 Employee Wellness: Practo Enforcing registration by taking data of non-active on role & off-role
employees from Practo team & Sending reminder Mailers.

8. Employee Grievance Redressal
 Concur related – Manager change and approval
 Log in issue people @ Bunge (Official ID + Personal ID)
 Reporting Manager + Team changes if any
 Official ID activation and communication
 Visiting Card within timeline
 Team lease employee related queries

Impact/Dimensions (Describe the strategic impact of the role / Using dollars and/or numbers, list the pertinent statistics of
the position which clarify major areas of impact. Examples are: # of employees supervised, annual budget, annual
sales/revenue):

 % of How engaged are your employees?
 No Quality of Workforce Building/BU Transformation
 % of Cost-Free Source of Hiring to the Consultancy
 % Talent to be changed compared to the last Year
 No of Employees getting dismissed within 6 months.

Key Performance Indicators (KPIs) (Measurable outcomes that the position contributes to):
1. Time to Fill Rate of Position
2. Talent Turn Over Rate
3. Average Time Stay
4. Employee Turnover rate
5. Recruiting Conversion Rate
6. Replacement Cost
7. Meeting SLA of HR Process
8. Timeline of Deliverables
9. Error free Report Submissions
Major Opportunities and Decisions (Describe the more difficult and/or complex challenges or opportunities and decisions faced in doing work, improving processes or meeting customer needs. Where must position focus to be successful?):
 Stakeholder management
 Complexity of the B2B & B2C business
 Optimizing and tweaking reports to make them more analyzable and user friendly
 Diagnostic Analysis of all turnovers viz-,Attrition, Talent & Dismissal & Preparing Strategic plan for reducing the %

Management/Leadership Skills (Describe the level of management and leadership skills required for the role. Identify key specialties, technical and knowledge areas necessary to accomplish responsibilities and desired results):
 Intellectual curiosity and empathy
 Problem solving.
 Networking skills
 Discretion

Key Relationships, Stakeholders & Interfaces (External & Internal):
 INDIA HR BP Head, Sales HRBP Head,B2B & B2C Sales Head
 Recruitment partners & Cross Function HR Partners, Administration Team.
Knowledge and Technical Competencies (Identify knowledge and specific technical competencies to accomplish the
desired end results. Some examples are licenses & certifications and knowledge and abilities):
 Proficiency with Digital Tools.
 Ability to Leverage Artificial Intelligence.
 Cross-Cultural Competence.
 Knowledge of the Business.

 Project and People Management Skills.
 Effective in Addressing Change and Transformation.
 Ability to Identify and Develop Leaders.
Education/Experience (Identify types and length of education and experience needed to acquire the necessary skills and
knowledge to accomplish the desired end results. Some examples are education & training, and years of experience):
 4 to 8 +years’ Experience in HR Generalist Role, FMCG Background Preferred.
 MBA with Specialization in HR.