Total 24 Others level Human Resources job vacancies in Bangalore Anchorage

WHAT IS THE HUMAN CAPITAL OFFICE (HCO)DIVISION?
A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions

Vacancies will be filled in the following specialty areas: HUMAN CAPITAL OFFICE FRONT OFFICE COS

The following are the duties of this position at the full working level.

• Serves as a lead or principal team member in planning, organizing, and directing team efforts in conducting individual studies of major programs to develop the annual assessment plans, schedule, and implement internal control standard operating procedures. Prepares and assists in developing new assessment guide that contains detailed assessment methodologies and project milestones designed to determine compliance with applicable laws, regulations, and policies/procedures, effectiveness of internal control, and management of risks in human capital programs. Meets with top-level managers and executives within the Service to define risks challenges to programs and socialize annual assessment plan/schedule. May provide technical oversight, direction, training, and guidance to lower graded team members and managers in serviced organizations.
• Plans and carries out independent assessments to manage HCO compliance and risk management program to reduce risk and improve compliance within the operations. Performs comprehensive reviews, process mapping and execute program analyses to evaluate and assess program/project effectiveness and provide recommendations to rectifies significant and high-risk areas, potential program issues and problems. Identifies actual or potential performance problems, emerging patterns, and new developments.
• Researches applicable laws, regulations, policies, and procedures on human capital programs operations. Identifies and responding to risks and assessing the effectiveness of the system of internal controls in human capital programs. Gathers and documents sufficient, competent, and relevant information and data to provide the basis for assessment conclusions. Develops and employs innovative analytical techniques to assess the efficiency, effectiveness of human capital program operations.
• Conducts root-cause analysis on the observations of non-compliance with laws, regulations, and policies and procedures and ineffective program operations. Conducts independent quality review of comprehensive assessment reports to ensure conclusions reached are fully supported by evidence collected and analysis performed.
• Prepares written internal comprehensive assessment reports and/or conduct verbal briefings for top-level managers and executives within HCO and across the IRS that clearly and concisely communicate the issues and program improvements identified in the assessment and includes recommendations that influences program decisions and/or improve business entity's processes and controls which persuade HCO to implement the recommendations from the audit results and assessment.

Starting at $103,409 Per Year (GS 13)

WHAT IS THE HUMAN CAPITAL OFFICE DIVISION?
A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions

Vacancies will be filled in the following specialty areas:
Human Capital Office of Human Resource Strategy Customer Relations

The following are the duties of this position at the full working level.

• Lead and manage end-to-end transformation projects, including planning, execution, and monitoring of progress. Identify areas for improvement and developing strategies to optimize processes. Collaborate with cross-functional teams to drive change and ensure successful implementation of transformation initiatives. Design and implement change management strategies to ensure smooth adoption of new processes and systems across the organization. Develop and manage comprehensive project plans, including timelines, milestones, risk assessments. Independently lead projects or tracks within of the scope of work or programs; scope the project & work streams. Understand the overall program to manage scope and dependencies.
• Performs assignments that are agency-wide in scope and have significant impact on issues facing the operating unit. Conducts business reviews of the office, serves on task forces or study groups, and performs independent analysis on headquarters or service-wide program operations. Assignments are focused on business process change, including coordination of modernization with information technology as well as non-technical issues which support or are impacted by process improvements.
• Prepares agency directives, memoranda, Service wide policy statements, and other written guidelines and recommendations relating to the project, collaborating closely with HCO policy and compliance, communicating to customers, and monitor compliance as appropriate.
• Ensures compliance with overarching policies established by IRS, Treasury, OPM, and Executive Orders. Program areas often cross functional lines and require incumbent to integrate strategic planning issues such as streamlining and improving personnel system structure, rules, and processes; providing for far-reaching change management throughout the IRS work force; benchmarking and evaluating progress and results; persuading senior officials to find common ground and accept controversial proposals.
• Formulates polices and strategies to drive business adoption of the multiple and various service wide payroll, orientation, and benefits programs and personnel systems; influences the delivery of incremental deployments; and ensures service-wide collaboration with business and information technology organizations.

Starting at $122,198 Per Year (GS 14)

IRS Recent Graduates Program affords developmental experiences in the Federal Government intended to promote possible careers in the civil service to individuals who have recently graduated from qualifying educational institutions or programs. Selected applicants are placed in a dynamic, developmental program with the potential to lead to a civil service career in the Federal Government. In addition, the IRS implemented the new IRS Forward Recent Graduate Program that includes an additional year of formal development, training, networking, project teams, and may include rotational assignments.

Following the completion of program requirements, selectees may be considered for non-competitive conversion to a career/career-conditional or term appointment. All conversion requirements will be identified in the Participant Agreement. Program requirements include but are not limited to:

• Successful completion of at least 1 to 2 years of continuous service depending on the position;
• Completion of at least 40 hours of interactive training;
• Mentorship;
• Demonstration of successful job performance; and
• Meet the qualification position standards.

Conversion to the competitive service is not implied or guaranteed.

If selected, you will be placed in a developmental position as a Human Resources Specialist, GS-0201- GS7 with promotion potential to GS-12 in one the division(s) listed below:
HCO - Human Capital Office

A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions

Vacancies will be filled in the following specialty areas: Human Capital Office Front Office COS


The following are the duties of this position at the full working level.

Knowledge of, and skill in applying, fundamental Human Resource Management (HRM) laws, principles, systems, policies, methods, and practices; as well as interviewing, analytical, and research techniques sufficient to conduct factfinding and recommend solutions to moderately difficult but well-precedented and/or recurring issues and problems.

The supervisor instructs the employee on the purpose of the assignment and its scope, limitations, expected deadlines, and priorities. The supervisor also advises the employee on peculiarities of new assignments. The employee works independently, but within the framework the supervisor established and in conformance with established practices and prescribed procedures, and refers problems not covered by the supervisor's instructions or guides to the supervisor for help or a decision. The supervisor reviews completed work closely to verify accuracy and conformance to required procedures and any special instructions, reviews findings and conclusions to ensure they are supported by facts, and typically reviews in detail the more difficult work of a type the employee has not previously done.

The employee uses a number of guidelines that are directly applicable to the assignment. Guidelines prescribe established procedures and techniques and provide clear precedents. The employee uses judgment in selecting and applying the most appropriate guidelines, determines the appropriateness and applicability of any minor deviations within existing guidelines, and refers to the supervisor situations to which the existing guidelines cannot be applied or require significant deviations.

The work consists of easily distinguishable tasks with a series of related steps or processes. The employee chooses from various alternatives by recognizing differences among a few easily distinguishable situations. The employee exercises judgment regarding the most appropriate approach that is in accordance with established procedures and practices.

NOTE: The incumbent is required to satisfactorily complete on-the-job training and related instructions from their respective Business Unit. Upon satisfactory completion of statutory requirements and contingent upon the recommendation of the supervisor, the incumbent may be eligible for non-competitive promotion to target position upon meeting time-in-grade restrictions and the following requirements: (1) Incumbent demonstrates ability to perform at target grade level; (2) Higher level work exists at target grade level; (3) Increased responsibilities are assigned; (4) Supervisor recommends promotion; (5) Incumbent completes all required training and conditions of employment, and; (6) Incumbent completes all regulatory requirements for career ladder promotions. Consequently, promotion is not guaranteed.

Starting at $49,025 Per Year (GS 7)

WHAT IS THE HUMAN CAPITAL OFFICEDIVISION?
A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions

Vacancies will be filled in the following specialty areas:
Human Capital Office Front Office COS

The following are the duties of this position at the full working level.

• Serves as an expert who performs strategic assessments of the Internal Revenue Service's Human Capital Program to include human capital management systems and select human resources transactions to ensure efficiency, effectiveness, and legal and regulatory compliance.
• Advises and assists senior management on changes to and formulation and implementation of established policies for programs, processes, and initiatives to improve HCO program operations, internal controls, compliance and management of agency strategies and entity-wide operations.
• As a senior technical expert in federal human resources, develops and monitors assessment plans, conducts, and completes compliance evaluation operations including analyses of complex human capital processes, reporting issues with the business operations and compliance to senior leaders with accurate and timely data, options, and program improvements.
• Executes a variety of program responsibilities covering human capital program compliance, external evaluation management, and process improvement within HCO at the enterprise, business unit, and division level.
• Develops analysis of program assessments throughout the Service on a wide variety of highly complex,
  controversial, and sensitive Human Capital programs.

Starting at $122,198 Per Year (GS 14)

WHAT IS THE HUMAN CAPITAL OFFICE (HCO) DIVISION?
A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions

Vacancies will be filled in the following specialty areas:
Human Capital Office, Office of Human Resource Strategy, IRS University

This position is in the Internal Revenue Service University (IRSU). The mission of the IRS University is to equip the workforce with skills development and career advancement opportunities to meet identified business needs.

The following are the duties of this position at the full working level. If this vacancy includes more than one grade and you are selected at a lower grade level, you will have the opportunity to learn to perform these duties and receive training to help you grow in this position.

As a Senior Manager you will:

• Exercise delegated managerial authority to oversee the overall planning, directing and timely execution of a program, several program segments (each of which is managed through separate subordinate organizational units), or comparable staff functions, including development, assignment, and higher level clearance of goals and objectives for supervisors or managers of subordinate organizational unit or lower organizational levels.
• Approve multi year and longer range work plans developed by the supervisors or managers of subordinate organizational units and subsequently manage the overall work to enhance achievement of the goals and objectives.
• Oversee the revision of long range plans, goals and objectives for the work directed.
• Manage the development of policy changes in response to changes in levels of appropriations or other legislated changes.
• Manage organizational changes throughout the organization directed or major change to the structure and content of the program or program segments directed.

Starting at $122,198 Per Year (IR 1)

The Talent Acquisition Partner is a TA professional who owns the delivery of end-to-end recruitment processes for their assigned open roles. Using their specialized understanding of the competence area(s) they specialize on, the TAP works closely with hiring managers as an advisor, providing market insight, building job ads, executing talent sourcing and engagement to build pipelines, owning the candidate experience across the full process, setting up assessment frameworks, and preparing and negotiating job offers.​

​You are an experienced, highly energetic HR professional with a strong background in recruitment who likes to proactively engage, guide, and negotiate with stakeholders (candidates, hiring managers, leaders, interviewers, etc.) in your day-to-day. You have strong Talent Sourcing and Copywriting & Branding skills that help you find and engage the right talent; top class Talent Assessment skills that ensure we hire the right colleagues with the needed profiles, stellar Communication, Stakeholder Management and Negotiation skills to be able to get everyone on board towards a common direction, and a good base in Data Analytics to set KPIs and assess the performance of your recruitment funnel and continuously improve.

Key Responsibilities :

• Own full life cycle of all assigned open roles including ensuring accurate systems (SN and ATS) administration, job ad writing, talent sourcing, pipeline building, candidates’ applications planning and execution .​

• Enable the best possible hiring decisions by designing the competence assessment process, equipping hiring managers with Team-fit interviews, aligning expectations, and advising hiring managers in hiring decision-making.​

• Deliver stellar candidate experience by giving concrete feedback, ensuring appropriate handover of hired candidates to the pre-boarding process.​

• Participate in the team's Roadmap creation and management during yearly planning, and quarterly & monthly reviews. ​

• Proactively communicate, collaborate, and serve as a business partner by adding value to the business through insights, expertise, and professionalism.

Please click here for complete role description

You will:

• Provide advice, guidance, and assistance to organizations in the area (s) of workforce planning/recruitment, employee development, and/or employee / labor relations.
• Research and analyze human resources issues and provide recommendations to management to research resolution.
• Serve as liaison between management and the Shared Service Center (SCC).
• Apply analytical skills and expertise to make improvements and enhancements to the human resources services.

  One or more positions may be filled (in the organization advertised and/or in other organizations), if appropriate to the position.

Starting at $49,025 Per Year (GS 07-09)

• Handle and resolve 2nd level incidents/tickets in the Service Management Tool, based on priority and quality for the HR applications
• Investigate recurrence and patterns of support needs in order to design holistic solutions. Liaise with subject-matter experts where escalation is needed
• Collaborate with Global Application Support Specialist, IT developers and other support teams
• Contact with the vendor for any alignments, issues, case/incidents creations, SLA follow-up
• Coordinate with other 1st level groups for consultation hours, best practices etc
• Preparation of technical documentation and updating for Troubleshooting and 1st level
• Preparation of training materials, provide training sessions whenever required
• Supporting the onboarding of new team members
• Analysis and coordination or release management (new releases, features and enhancements)
• Conduct testing activities such as: preparation of testing scenarios, reviewing test cases, testing in different instances, updates on testing tool, documentations, exploratory testing etc.
• Creating and maintaining tracking files
• Maintenance of test data & test users, system cleaning activities
• Content creation and managing application related community and docupedia
• Continuous process improvement, collaborations and regular alignments with relevant stakeholders for topics such as: Interfaces, Data Security etc
• Acquire and build-up knowledge of dependant applications or systems
• Support any Ad-hoc activities or new work-packages.
• Project Support (if necessary for any roll out activities)
• Supporting project managers in Lisbon for the further roll-out´s in the countries
• Preparation of pre-roll out activities including change and communication management

As the Talent Management Partner, you support specific segments of the region with their Talent Management activities by securing that all the relevant Talent Management tools and processes are effectively rolled out and use them to set a Talent Management implementation strategy relevant for the region and based on the current business needs.

You will support key role readiness in your Region by coordinating talent pipelines, succession planning and deployments for local key roles positions.

Key Responsibilities:

Talent Culture

• Coach Regional business leaders to champion the talent culture we want at H&M Group, inspired by our values, leadership, and TM principles

Talent Strategy

• Utilise the TM processes and tools to set and implement a TM strategy that supports the regional business plans and provides input into the global TM strategy 

Succession Planning & Career Framework

• Support implementation of the talent identification and succession planning processes, global career path structure within the Region

Collaboration / Stakeholder management

• Participate in (or lead) global initiatives as an active member of the Talent Management Community
• Empower strong cross-collaboration with key stakeholders

Please click here for complete role description

Job Description: The Leave & Time Management Team (LTM) creates, maintains and provides inputs to payroll relating to leave, time and attendance of all white collar and blue collar associates of Bosch Entities across RO-IN.TasksGlobal Projects: Active involvement in design, transition, takeover phases & smooth running of LTM activities in Global Projects.

Data Analytics and Dashboard preparation: Bring new perspective in the existing LTM Dashboard and thereby provide predictive analytics.

Automation Programs: Ideate, Initiate and implement automation programs to reduce capacity and increase user experience.

Process Improvements & Harmonization: Identify, initiate and implement process improvements thru CRs, LHs and SMT Tickets. Initiate and implement harmonization across Entities.

Annual leave rollover activity, holiday calendar mapping and deficit hours calculation & treatment, leave reconciliation.

2nd level support on technical issues - Identify and resolve queries relating to leave, time and attendance – Rules, Policies & Processes, data creation & maintenance, etc.

SAP updation (HR Core): Calculation & credit of leaves, time & attendance maintenance of associates, bulk uploads, adhoc updations, Time evaluation runs, etc.

Leave, time & attendance management for blue collar associates in e-LMS

Monthly inputs to Payroll Team on leave, time & attendance of associates

Review time sheets, work charts, wage computation, and other information in order to detect and reconcile payroll discrepancies.

Leave balance calculations and clearance input for all kinds of separations

SLA adherence thru timely closure of SSF tickets and interaction via skype or e-mail with stakeholders

Create Queries and generate Need Based MIS & Reports from SAP & e-LMS

Dual Eye and Detective Control activities

Effectively partner with internal and external customers, delivering high-level customer service

 

We’re looking for an HR Operations Specialist to join Procore’s Talent (HR) Operations team. In this exciting opportunity, you'll support our global business objectives by providing expertise and hands-on support with human resource operations. Through a deep understanding of our values and culture, you'll support company-wide programs and initiatives, including data management, compliance, and shared services. This position requires independent judgment and discretion in interpreting and applying HR concepts and principles.

The position reports to our Director, Talent Services, and will be based in India. We’re looking for someone to join us immediately.

What you'll do:

• Administer and audit key HR processes such as onboarding, employee changes, terminations, and promotions 
• Assist with data entry, and collaborate with Business Systems teams on the management of HR systems such as Workday, CultureAmp, and Sterling 
• Manage incoming HR service tickets regarding but not limited to HR policies, benefits, employee data, employment verifications, and systems 
• Manage the administration of Benefits and Workers' Compensation claims
• Provide oversight to ensure personnel files, records, systems, and information are current, accurate, and in accordance with HR standards
• Support compliance efforts, including:
  • Staying abreast on all employee-related legislative and regulatory changes and ensuring changes to rules and regulations are restructured with HR systems, policies, and practices
  • Researching changes in laws and regulations to analyze their impact on the organization and communicate findings to stakeholders
  • Collaborate with Legal and other stakeholders in the delivery of global compliance programs and training to employees
  • Serving as the point person for reporting and processing documentation for compliance in the regions you support
• Recommend process improvements and innovative solutions to improve operational efficiency and enhance value-add offerings
• Will support Talent Operations, Benefits, Orientation Team, and other HR teams on program administration and ad-hoc projects

What we're looking for:

• Bachelor's Degree in Human Resources or related area preferred
• 3+ years of human resources experience with a demonstrated generalist background
• Discreetly handle sensitive employee reports or information
• Strong business writing and oral communication/presentation skills
• Possess excellent interpersonal skills and solid analytical and problem-solving skills
• Strong relationship-building skills to acquire the trust of business partners and leaders
• Experience supporting MENA (UAE and Egypt) is a plus
• Ability to use/learn all Procore tools, including Workday, Culture Amp, Google apps, Slack, and MS Office

Work you’ll do:

As a Campus Program Manager, you will assist in the development and implementation of the Campus Recruiting Strategy & Execution. Provide direction, support, and guidance to their assigned recruiting team. Ensure the collective local and vital strategic university campus recruiting programs are established and implemented to enable the team to hire the quality and quantity of graduate and undergraduate candidates set by firm and national leadership.

Job Responsibilities:

• Helping the team to initiate and build relationships with campuses.
• Monitoring & managing entire recruiting life cycle at university.
• Partner with multiple internal and external team members to drive workforce development strategy.
• Understand Global Strategy towards University engagement & recruiting.
• Continuously review and evaluate technology tools to enhance internal University hiring processes and improve candidate experience.
• Assisting the team in effectively planning and conducting the recruiting events
• Development and alignment of processes with respect to student identification, interviewing, and selection ensuring excellent candidate experience.
• Design diversity hiring programs in universities in partnership with the diversity, equality, and inclusion team to expand the diverse talent pool.
• Provide subject matter advice & recommendations to business Leaders and develop methodologies for hiring and retaining graduates.
• Developing and executing presentations, career fairs and participating in campus interviews
• Broad knowledge of regional leadership, business/market opportunities, and recruiting challenges is highly desirable.

Provides centralized HR services and transactions and associated budgets in a service center/HR Shared Services model to assist managers and employees to manage through HR business processes.
Typically performs one or more of the following in capacity of either an individual contributor (as directed and/or independently), or as a manager:
• Provides centralized human resources services and transactions and associated budgets in a service center/HR Shared Services model.
• Provides tools for managers and employees to manage through HR business processes
• Ensures and develops efficient processes for center operations and associated call center and HR administration requirements.
• Establishes standards and procedures for the administration of employee support and human resources programs
• Collaborates with stakeholders and develops and maintains service level agreements.
• Monitors efficiency, utilization and effectives of shared services teams and direct changes as needed.
• Performs all activities in a safe and responsible manner and support all Environmental, Health, Safety & Security requirements and programs
• Works and collaborates other projects and/or assignments as needed
See description for career level for general proficiency levels pertaining to Job Complexity, Accountability, Relationship Focus, and Knowledge, Skills & Abilities. These proficiency levels apply to all career levels. Some requirements may vary locally.

Job Complexity
Completes a variety of routine projects, assignments and tasks.
Applies, analyzes and interprets procedures within functional area.
Follows standard practices and procedures in analyzing situations or data from which answers can be readily obtained.
Works proactively on problems within a limited scope

Accountability
Normally receives instructions and orientation from others or works based on defined policies and processes.
Work may require decision making within department.
Generally decisions impact not more than the own department
• Decisions involve putting together straightforward information and selecting the best option from defined alternatives
Maintains a focus on cost management and initiates and drives improvements that impact own work.
Leads small intra-team projects; coordinates resources and timelines within this scope.

Relationship Focus
Builds stable working relationships within the department.
Coordinates efforts with others, seeks assistance and feedback as appropriate.
Has limited interaction with internal and/or external customers and suppliers.
Networks within the function locally and globally as required.
Exchanges detailed information with internal colleagues

Knowledge, Skills & Abilities
Entry level to a professional role.
Knowledge of basic principles, methods and practices of professional field.
Knowledge base generally acquired from a college or university degree or its equivalent work experience.
Learns to apply professional concepts.
Applies company policies and procedures to resolve routine issues.
Applies appropriate language skills based on the job
environment covering.
Business language needs (English)
Local/geographical needs

Job Description:

• Handle and resolve 2nd level incidents/tickets in the Service Management Tool, based on priority and quality for the HR applications
• Investigate recurrence and patterns of support needs to design holistic solutions. Liaise with subject-matter experts where escalation is needed
• Collaborate with Global Application Support Specialist, IT developers and other support teams
• Contact with the vendor for any alignments, issues, case/incidents creations, SLA follow-up
• Coordinate with other 1st level groups for consultation hours, best practices etc
• Preparation of status and KPI (monthly status report)
• Preparation of technical documentation and updating for Troubleshooting and 1st level
• Preparation of training materials, provide training sessions whenever required
• Supporting the onboarding of new team members
• Analysis and coordination or release management (new releases, features and enhancements)
• Conduct testing activities such as: preparation of testing scenarios, reviewing test cases, testing in different instances, updates on testing tool, documentations, exploratory testing etc.
• Creating and maintaining tracking files
• Maintenance of test data & test users, system cleaning activities
• Content creation and managing application related community and Knowledge Base
• Continuous process improvement, collaborations, and regular alignments with relevant stakeholders for topics such as: Interfaces, Data Security etc
• Acquire and build-up knowledge of dependent applications or systems
• Support any Ad-hoc activities or new work-packages.
• Project Support (if necessary for any roll out activities)
• Supporting project managers in Lisbon for the further roll-out´s in the countries
• Preparation of pre-roll out activities including change and communication management

  Job Description:

• Handle and resolve 2nd level incidents/tickets in the Service Management Tool, based on priority and quality for the HR applications
• Investigate recurrence and patterns of support needs to design holistic solutions. Liaise with subject-matter experts where escalation is needed
• Collaborate with Global Application Support Specialist, IT developers and other support teams
• Contact with the vendor for any alignments, issues, case/incidents creations, SLA follow-up
• Coordinate with other 1st level groups for consultation hours, best practices etc
• Preparation of status and KPI (monthly status report)
• Preparation of technical documentation and updating for Troubleshooting and 1st level
• Preparation of training materials, provide training sessions whenever required
• Supporting the onboarding of new team members
• Analysis and coordination or release management (new releases, features and enhancements)
• Conduct testing activities such as: preparation of testing scenarios, reviewing test cases, testing in different instances, updates on testing tool, documentations, exploratory testing etc.
• Creating and maintaining tracking files
• Maintenance of test data & test users, system cleaning activities
• Content creation and managing application related community and Knowledge Base
• Continuous process improvement, collaborations, and regular alignments with relevant stakeholders for topics such as: Interfaces, Data Security etc
• Acquire and build-up knowledge of dependent applications or systems
• Support any Ad-hoc activities or new work-packages.
• Project Support (if necessary for any roll out activities)
• Supporting project managers in Lisbon for the further roll-out´s in the countries
• Preparation of pre-roll out activities including change and communication management

Title: Specialist Human Resource Shared Services

About GlobalFoundries

GlobalFoundries is a leading full-service semiconductor foundry providing a unique combination of design, development, and fabrication services to some of the world’s most inspired technology companies. With a global manufacturing footprint spanning three continents, GlobalFoundries makes possible the technologies and systems that transform industries and give customers the power to shape their markets. For more information, visit www.gf.com.

Introduction:

You will be a part of the Human Resources Shared Services (HRSS) team aligned to our Human Resources vertical and will help us in the function that deals with people and people-related areas such as recruiting, learning, training, onboarding, compensation and benefits, performance management, organization development and culture. You will perform transactions or a supported service area in a region, developing solutions to manage the service processes aligned with established practices, policies, and/or laws. An expert in HR operational functions to support company-wide activities and to ensure we are compliant with labor law and company policies.

Your Job:

• Manage end-to-end employee life cycle of the employees (Hire to Exit)
• Assist in managing HR inquiries and requests from employees, ensuring timely and accurate responses.
• Support the HR team in administrative tasks, including data entry, file management, and maintaining employee records.
• Manage Helpdesk as per defined SLAs and metrices
• Experience of working on projects and managing project workstreams
• Collaborate with various departments to streamline HR processes and improve employee experiences.
• Work with key stakeholders to continuously evaluate the HRSS service, monitoring feedback and operational activity to improve the overall service.
• Support in creation of content materials (emails, presentation decks, intranet, posters, videos, presentations, etc.) towards HR services and change management
• Support the implementation of HR transformation initiatives and create dashboards, reports and visualizations to effectively communicate analytical findings to stakeholders.
• Stay informed about HR trends and best practices to suggest improvements in HR services
• Through analysis, proactively identifies and implements opportunities to improve the customer (employee) experience through changes in protocols internally and through vendors
• Resolving internal conflicts and boosting up the team’s morale
• Managing and allocating the team’s resources
• Report on team performance against metrics.

Other Responsibilities:

• Strong leadership and communication skills
• Ability to mentor and train new team members
• Knowledge of HR concepts and terminology
• Effective listening skills
• Strong customer service orientation
• Strong ability to grasp information quickly and probe effectively when required.
• Excellent organizational skills and the ability to prioritize requests and duties.
• Attention to detail.
• Effective research, problem-solving and follow-through skills
• Strong computer/technical skills; previous HRIS experience preferred.
• Ability to remain positive under pressure.
• Responsible and accountable for complying with and implementing environmental, health, safety, and security (EHSS) system, policies, procedures and guidelines that are applicable to your scope of work, thereby maintaining a healthy and safe workplace.

Required Qualifications:

• Education: Any Graduate Degree or in Business Administration or equivalent or any Postgraduate degree or in MBA.
• Years of Experience: Minimum 8-10 years of relevant experience in HR administration
• Team leading experience
• Preferably AMS region HRSS (hire to retire) experience.
• Preferably with prior experience working in the manufacturing industry.

GlobalFoundries is an equal opportunity employer, cultivating a diverse and inclusive workforce. We believe having a multicultural workplace enhances productivity, efficiency and innovation whilst our employees feel truly respected, valued and heard.

As an affirmative employer, all qualified applicants are considered for employment regardless of age, ethnicity, marital status, citizenship, race, religion, political affiliation, gender, sexual orientation and medical and/or physical abilities.

All offers of employment with GlobalFoundries are conditioned upon the successful completion of background checks, medical screenings as applicable and subject to the respective local laws and regulations.

To ensure that we maintain a safe and healthy workplace for our GlobalFoundries employees, please note that offered candidates who have applied for jobs in India will have to be fully vaccinated prior to their targeted start date. For new hires, the appointment is contingent upon the provision of a copy of their COVID-19 vaccination document, subject to any written request for medical or religious accommodation.