HR Service Center Manager

AVNET India Pvt Ltd; Bengaluru; On-site; INR 1,500,000 - 2,100,000; Full time

Job summary

Farnell Farnell, an Avnet company, is a global high-service distributor of technology products and solutions. The HRSC Manager will oversee Tier 2 advisory support across total rewards, talent management, talent acquisition and employee relations, coordinating with COEs for enterprise-wide initiatives and ensuring compliance and workforce planning across regions.

Responsibilities include leading regional HRSC resources, guiding employee relations, staffing collaboration with Talent COE, and

Qualifications

• Bachelor's degree or equivalent experience.

Responsibilities

• Plan allocation of HRSC resources to support strategic initiatives and BAU.
• Lead regionally-based teams providing Employee Relations guidance and coaching to managers and employees.
• Partner with Talent COE to administer staffing and onboarding processes and learning & development needs.
• Oversee Total Rewards activities including merit, benefits communication, enrollment, and payroll processing for the region.

Education

Bachelor's degree

Job description

HRSC Manager Farnell Farnell, an Avnet company, is a global high-service distributor of technology products, services and solutions for electronic system design, maintenance and repair.

Job Summary:

Responsible for managing advisory support (Tier 2) to employees and managers with total rewards, talent management, talent acquisition and employee relations issues, cases, and inquiries that cannot be addressed through Tier 1 in their region. Ensures support is provided to HR (Tier 3) with specific initiatives or projects and to Centers of Excellence (COE) for enterprise-wide initiatives or projects. Supports an array of different HR functions – developing deeper functional expertise across all four major functional areas in their teams over time involved in both delivering and managing service and/or responsible for one of the global HR Service Center (HRSC) locations. Key priorities are: Understanding potential workforce related risk and managing as appropriate; Applying awareness of employment law (with support from the legal department) to ensure legal compliance with services provided; Maintaining an enterprise HR perspective while supporting business function or HR specific priorities.

Principal Responsibilities:

• Works with the COEs, HRBPs and HR leadership team to plan out the allocation of HR Service Center (HRSC) resources to operational work and project assignments to support both strategic initiatives as well as “Business as Usual”.
• Responsible to lead regionally-based team members focused on providing support to both the HR organization and business in the following areas: Employee Relations inquiries, support to both manager and employee populations to include but not limited to:
  • Ensures guidance and recommendations to employees on company policies is accurate and timely
  • Provides assistance in resolving mid and upper level employee relations issues
  • Providing guidance and recommendations to managers on coaching and counseling process and termination procedures
  • Establishes employee data records management protocols, taking account of regulatory/legal requirements
  • Supervises employee and new hire data entry to ensure integrity and accuracy of data
• Partners with Talent COE to administer staffing/talent management support:
  • Partners with managers to prepare job postings
  • Ensures requisitions are valid and approved before posting
  • Ensures efficient and timely posting of jobs internally and externally
  • Manages the reference and background check processes
  • Partners with managers to create and process job offers
  • Ensures on-boarding such as new hire data collection/processing for new hires or transfers
  • Advises on content relevance of specific learning and development programs for managers to address training and development needs of their teams
  • Provides support for performance management process
• Partners with Total Rewards COE to administer the following support:
  • Annual merit administration process for assigned BU functions/HRBP
  • Ensures benefits counseling and customer service to employees is accurate and timely
  • Ensures the timely development and distribution of benefits related communications
  • Ensures the enrollment of employees in benefit plans is conducted efficiently and accurately
  • Ensures compliance with regulations related to record keeping and reporting on all benefit plans
  • Manages ongoing payroll processing for the region (EMEA/ASIA)
  • Responsible to manage the regional VCP process (EMEA/ASIA)
• Other duties as assigned.

Job Level Specifications:

Manages experienced, professional employees and/or supervisors; and/or manages large, complex technical and/or business support teams. Accountable for the performance and results of a team and/or department. Interprets and administers policies, processes and procedures that affect direct reports and the workflow of the team/department. Adapts departmental plans and priorities to address resource and operational challenges. Contributes to budget development and performance standards of department and direct reports. Assignments are defined in the form of objectives. Decisions are guided by policies, procedures, business plans and independent judgment. Collaborates with team(s), customers/ clients, functional peer group managers and occasionally senior management. Participates and presents at meetings with internal and external representatives. Decisions may have impact on work processes and outcomes. Erroneous decisions or recommendations may result in serious delays and considerable expenditures of additional time, people and/or financial resources.

Work Experience:

Typically 10+ years including 2+ years of supervisory experience.

Education and Certification(s):

Bachelor's degree or equivalent experience from which comparable knowledge and job skills can be obtained.

Distinguishing Characteristics:

The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills.

Experience Level Senior Level