Job Title – Senior Manager / Associate Director – QC HR
**Note**: Final Designation / Level will be decided based on the relevant experience and interview ratings.
Reporting to : Human Resources Director
Job Summary:
Senior Manager/Associate Director – QC HR will be responsible to codevelop & implement strategic HR plans & policies to support company’s mission & HR strategy. The profile will ensure smooth running of HR activities in its perimeter , aligned with business goals. The person will also be responsible to cocreate with management team and oversee and execute HR operating models , guide and coach managers , analyse team to ensure organizational efficiency & acta as a pillar of change management in a perimeter.
Job Responsibilities:
The main impact areas of the Senior Manager/Associate HR Director - QC HR are related to:
- The business strategy, by helping business leaders to identify, prioritize, and build organizational capabilities, behaviors, structures and processes
- Building a strong relationship within the project team, while bringing specialist and generalist knowledge and expertise in multiple HR areas of expertise
- Business Partnering with Project leaders and managers to provide advisory on people agenda such as Performance Management, Talent Management, Career Development and Succession Planning to build a High-Performance team in a creative environment. Advisory includes coaching, counseling, disciplinary actions
- Support Project leaders and managers with transition and change management plan on organization structure change
- Partner with HR group such as Talent Acquisition, Talent Management, HR Operations, Compensation and Benefits to provide HR solutions to the employees
- Drive and manage HR Solutions, Drives Initiatives, Implements new processes or tools in support of business priorities, project operations and overall team engagement
- Foster close relationship and engagement with team members to improve work relationships, morale, productivity to build a great place to work through reinforcing & promoting Ubisoft culture
- Coach managers to address the day to day functioning of the organization
Performance Management
- Understand the business needs and various roles in the department in order to ensure the right goal setting for individuals on the floor
- Be a core part of annual and mid- year performance review for the team; coach and discipline employees
- Cascade the timelines and educate the business on the end-to-end process
- Facilitate calibration sessions where needed and support ongoing alignment conversations
- Coach the directors, project managers and people leads to support them delivering their responsibility in the process
- Manage the overall KPI and goal setting implementation and evaluation
- Institutionalize the performance management framework within business lines and monitor completion in time line given, trouble shoot on normalization, monitor to ensure that promotions are in line with defined policies; liaise with unit Managers to drive closure
- Develop development plan for the employees in order to achieve the business objectives
- Come up with recommendations to drive process improvements in order to achieve high productivity each year
Talent Development & Succession Planning
- Work with the business leaders to identify the Core Team Members and ensure regular engagement sessions are facilitated with them
- Deploy the key people processes, such as identification of key people (key potential, key performers, high potential etc.); identification of successors for key positions, ensuring there are succession plans in place for the identified people, etc
- Mentor and coach people managers especially on leadership, managing difficult conversations, giving feedback etc
- Work collaboratively with HR leaders to define the talent strategy covering - succession planning for critical roles, assessment of capabilities; identifying competencies, definition of training plans, career paths, organization design etc
Compensation and Benefits
- Work alongside the C&B team to deliver the key annual relevant processes
HR Operations, Analytics and Employee Relations
- Ensure qualitative data on HR information systems, contract addendums, leaves & absences etc
- Work with the HR Operations team and work on improving processes and efficiencies. Employee Engagement / Productivity Measurement
- Use and re-enforce the use of people data, insights and analytics in taking business and people decisions
Talent Acquisition
- Participate in forecasting of manpower requirements for the year and per month/quarter based on business needs, projected attrition and expected movements
- Align with the managers and TA teams on project needs, in terms of headcount and capabilities and follow-up on the roadmap
- Guide the TA team to in identifying the business needs and plan hiring accordingly
- Lead process improvements in the recruitment process
- Review the weekly reports and seek inputs in case of major abnormalities; help team resolve recruitment related escalated issues with business
Others
- Maintain various metrics and global reports to monitor HR KPIs such as Attrition, Availability, Level changes, Promotions, Contract Renewals, Exits etc
- Hearing and resolving employee grievances and conducting the counseling sessions
- Liaison with Group HR for central activities
- Create safe spaces and foster a culture of being able to speak up; be someone approachable that teams around the world can reach out to for guidance or in order to raise issues
These responsibilities are not limitative and can be modified in order to reach the company’s goals and objectives as well as personal performance.
- Experience as HRBP in technology or gaming companies,
- Should have strong business acumen, ability to consult on complex organizational challenges, and also perform hands-on in the event of stretch/stabilisation efforts.
- Proven experience in managing the HR function of mid-sized organization.
- Experience in handling end to end cycle of PMS for mid- sized organisation
- Minimum Bachelor degree in MBA – HR, qualification in labour laws and financial management will be additional advantage.
- Excellent communication skills – written and oral
- Analytical and problem solving aptitude
- Leadership, management and organization skills
- Strong interpersonal skills
- Is proactive and self-motivated
- Strong excel and powerpoint skills
We embrace a hybrid work model helping you stay connected with your team and aligned with business priorities, while giving you the opportunity to maintain your work-life balance. Note, that some roles are fully office-based and are not eligible for hybrid work.
