Job Purpose

• Collaborate across the business to support, enable and enhance employee services across crucial areas of Wellness, Benefits and Payroll services.
• Maintain all personnel policies and procedures to provide guidance and interpretation to staff. 
• Drive engagement of CSR activities to ensure alignment between our community activity and employee wellbeing. 
• Develop future of work impact and corresponding processes to enable a future savvy organization.

Key Accountabilities 

Manage compliance and employee welfare to make the workplace environment conducive to work

• Develop a Wellbeing Strategy in alignment to the business strategy and goals
• Develop and manage a wellbeing support model with appropriate internal and external support.
• Develop leadership capability and improve organisational health and wellbeing literacy through learning and training programmes.
• Measure employee wellbeing and evaluate workplace wellbeing programs and initiatives.
• Support Future of Work through the lens of wellbeing, providing detailed quantitative and qualitative data to direct strategy.
• Demonstrate direct links between employee health risks and health care costs and make recommendations
• Partner with HR colleagues and other teams such as our Health and Safety structures to optimise the wellbeing message
• Drive the volunteering efforts through The Foundation to ensure alignment between our community activity and colleague wellbeing
• Develop and manage relationships with key professional bodies and wellbeing partners, including working closely with them to undertake benchmarking where identified.

Key Accountabilities (2/4)

Maintain all policies and procedures and provide guidance and interpretation to staff

• Serve as single point of contact for HR related queries and requests in such cases where a self-service module is not available or unanswered
• Ensure standardization and sanitization of all HR data
• Coordinate sessions with employees to troubleshoot and front face all queries regarding processes, practices and policies
• Play leading role in office space management, including the anticipation of office space needs and managing office moves in line with future of work requirements
• Conduct benefit awareness sessions and align with external vendors who partner on various aspects
• Support various projects/initiatives from the COEs
• Aid in development of new practices benchmarked against best-in-class processes
• Develop and maintain strong partnerships with third party vendors and ensure business needs are met
• Provide reliable, accurate and timely support on HR transactional processes like payroll changes, contracts, terms and conditions of employment etc.

Key Accountabilities (3/4)

Oversee the payroll management system in conjunction with Finance and vendors

• Oversee the payroll administration activities and ensures process improvement to continually improve the quality, efficiency and overall effectiveness
• Manage reporting of payroll activities
• Coordinates with IT and Finance departments, suggests system improvements
• Implement controls and procedures for payroll processing to ensure quality of delivery and compliance with standard processes

Lead benefits management to ensure compliance, governance and promote fairness in communication and engagement

• Manage benefits such as Discovery, Alexander Forbes, savings schemes, and any other non-cash components
• Ensure timely management of pension fund and medical aid for all associates including trouble shooting or validation of queries for a quick resolution
• Analyse, propose and rollout changes in the benefits practices by understanding changing business requirements, market benchmarks Cipla regulatory/ legally compliant as well as motivate employees
• Partner with external agencies for market data and conduct market benchmarking around benefits for different levels and roles in order to identify trends and make suitable recommendations.

Key Accountabilities (4/4)

Provide Employee Assistance programs through ICAS and other such partners

• Identify gaps in terms of EAP policies
• Research on identified areas of needs utilizing monthly
• Formulate and review EAP policies
• Implement and communicate EAP policies and processes
• Monitor and evaluate effective implementation of EAP policies including governance of protocols

Education Qualification

• Degree in Social Sciences/Human Resource Management/Industrial Psychology/Talent Management/HR related field (Essential)

Relevant Work Experience

• Minimum 10 years of experience in related activities