BSC Stream Lead HR is responsible for a smooth, timely accurate service delivery of the BSC HR function of Talent Acqusition and Work Force Services. The role oversees the BSC stream’s day-to-day service operations and performance in line with agreed SLAs/KPIs, achieving operational, tactical and strategic objectives in order to reach (internal) customer satisfaction and employee engagement.
S/ He will help upgrade the HR Shared Services, create and implementing the overall service delivery strategy, including developing and executing on a detailed program roadmap, working with process owners and service providers to identify optimal service solutions and continuous improvement opportunities to mature the overall service delivery capability.

S/he will provide hands-on program management of our core HR services, partnering with the COEs and HRBPs to drive high quality execution of Talent Acqusition, HR Operations, HRIS, Employee Resources, and Payroll functions. Advice to the leadership team on all HR Shared Service matters, identify business challenges and use data analysis to help influence changes to the operations, process or programs. He/she should be able to plan, coordinate, and drive strategic initiatives focused on scaling HR support in a best practice- manner. Further, it engages in continues improvements and drives innovation within the BSC stream, striving to continuously improve service quality and effectiveness for the organization.

Responsibilities:
Talent Acquisition-
• Drive the entire Talent Acquisition life cycle for Schindler India- Requisition Management, Sourcing, Screening/ Interview, Interview Coordination, Offer Negotiation, Pre-joining Engagement and Joining, through a team for the whole country.
• Create and drive differentiated Talent Acquisition Strategy, in alignment with business need and requirement and create benchmark with external job market.
•Leverage HR technology to simplify the workflows and with focus on automation of recruitment process via Success Factor, ESM (Microsoft Ticketing Tool) and other Recruitment Tools. Would also need to develop various recruitment dashboard and reports- publish them at regular intervals.
• Manage multiple business and HR Stakeholders and develop strong CRM with them, to leverage from strength of each other
• Drive the team to use various methods to recruit and network with potential candidates including- job portal, social media platforms, networking events, head hunting etc
• Build and develop a winning TA Team. Set up a culture of high performance, growth, engagement, and retention for the TA Team.

Work Force Services
A. HR Master data & Payroll (HR-MP)
• Perform all master data changes in SF and payroll system, both organizational and employee individual changes, with full ownership on data quality and compliance
• Payroll management; handling of monthly salaries including all preparation and follow-up tasks.
• Contact person for internal and external partners in case of e.g., social security questions or problems.
• Prepare salary-related information (reports, statistics, salary statements) on a monthly, quarterly, and annual basis for internal and external departments assuring data quality and compliance.
• Manage social security and tax related settlements, coordinates all topics related to family allowances, pension fund and related inquiries.
• Steer and support related system compliance and changes

B. HR Operations (HR-OP)
• Manage employee administration and coordination for onboarding (pre/post) and off-boarding as well as change administration
• General HR administration support
• Manage program from data maintenance, event design, organization, and review as well as newsletters and maintenance of general information (if Alumni is applicable to the KG)
• Absence requests, information, and documentation handling
• Supporting and steering of related system compliance and changes

C. Travel Management (HR-TO)
• General travel management
• Maintain settings for travel management.
• Receive and channel requests, check and validate (LoA, approvals, completeness, availability)
• Propose and agree details with employee (search for escalation approvals if needed)
• Perform bookings and inform employees.
• If required, raise subsequent request to FI (or payroll) on behalf of employee to grant advance payment.