Amiya

Roles &Responsibilities: Compensation & Benefits:

• Design and roll out of Business Unitpay ranges and its implementation in hiring

• Extensive work with AON consultants on mapping skill clusters, defining basic and skill premium pay ranges, alignment with market practices across Business Unit.

• Pay range designagainst the petition role and competency for US deputed members, internal positioning of the incumbents is highlighted.

• Finalization of compensation structure for MBA campus hirings (fresher and experienced) across BU’s

• Tier II India Salary Structure: Benchmarking exercise and design of India salary structure as per Tier of the location

• Review and analyze budget for Ad-hoc increment and promotionfor Jan’23 cycle

• Extensively worked on benchmarking of the Local Conveyance policy for India against other companies & Govt. fuel index and revision of Standard Mileage rates for India

• Revisited existing GMC policy for benchmarking activity across industries for analyzing and revamping existing premium and base coverage for different competencies • Proposal with revised rates for local conveyance rates in India shared with business leaders. Analysis of the claims (from April’22 till date) across BU’s and competencies is shared

• Benchmarking exercise of attrition and increment rates is done across IT service-based industries to analyze company’s position

• Compensation planfor engineering and non-engineering graduates along-with bonus pay-out plan for business unit is done. Also, career framework for non-engineering graduates is shared.

• Module owner for Compensation in HRMS implementation April’18- July’22 Senior HRManager-TCS,Mumbai Roles &Responsibilities: Compensation & Total Rewards:

• Designing compensation structures based on business goals and strategy

• Budgeting and Cost Projections for increment, anniversary, promotion and expats salary revisions on annual basis

• Preparing annual budgets and projections for the financial year for APAC & Europe Geography

• Driving total rewards strategy encompassing best practices and ensuring our reward structures remain market competitive, relevant and compliant to existing laws and regulations.

• Analyzing external and internal data for benchmarking purposes, providing guidance to senior leadership in relation to reward decisions.

• Driving efforts throughout the organization to ensure employees understand their pay related processes.

• To review and analyze the policies for APAC & Europe Geography with respect to C&B

• To plan and execute the Localization of expats across geographies

• Digitization of reports and processes in Compensation

• To handle SAP for overseas countries

• Analyzing the cost impacts of various C&B processes across Geographies

• Job Evaluation and salary benchmarking for various grades and roles for Overseas countries associates

• Coordinate with AON and Mercer for Compensation surveys with respect to Overseas Locals and Expats

• Handle external Audits on system compliance Talent Management & Competency Development:

• Acted as unit HR SPOC in driving talent review and talent restructuring interventions alongside unit leadership.

• Worked alongside HR-COE Team to conceptualize and implement Manager Scorecard for team handling roles in project.

• Prepared Talent Criticality Grid for predicting employee positioning in the unit as per their Role & Job Area

• Key member in strategizing ADC (associate data currency) for the organization so that associate is complied with digital profile, correct role, self-declared competencies

• Incorporated SQTP (Skip Quartered Talent Plan) for the segment so that associate have right competencies for the upcoming projects

• Provided timely inputs to Delivery Managers & HR Business Leaders to prioritize and customize retention initiatives

• Assessed employee criticality based on their past performance, skillset, billability & utilization

• Prepared situation criticality reports as per employee segments (fresher/ lateral/ support) based on various parameters indicating risk of attrition

• Facilitated periodic chat sessions (fortnightly/ quarterly) on emerging and niche technology ensuring employee enablement as well as competency development in afore-mentioned skillsets

• Devised Talent Strategy Metrics ensuring timely onboarding, zero Bench, risk of attrition and completion of goal setting