Bob Mathew

Key Responsibilities

- Act in accordance to requisitions of Talent Acquisitions, Recruitment, hiring and Staffing.

- Practice multiple Sourcing tactics and Selection methods.

- Conduct in on-boarding and orientation sessions.

- Engage in Employee relations, grievance handling, employee engagement programs and

company event handling.

- Serve as a Human Resource Business Partner for business engagements with clients.

- Provide Payroll Inputs based on job data changes and position data changes.

- Overview and Reconcile Payroll processing to be accurate and timely.

- Filling of payroll documentations.

- Process employee Time & Attendance data from the Time system to payroll and reconcile

variances within Time and payroll systems.

- Develop in-depth understanding of Payroll Database and its synchronizations to be able to

create Ad-Hoc reports on demand and resolve employee payroll quires.

- Maintain records of Employee and administer the database. (ERP)

- Letter and contract creation.

- Handling employee Quires.

- Policy/procedure/law/regulation and compliance management.

- Assist Project Managers and PRO.

- Report generations, data analytics and presentations

- Chart and execute Strategic Business Implementation Project.

- Lead Projects for Organizational Development.

- KPI Setting, Performance management/job evaluation & analysis.

- Competency Evaluation and Training supports.

- Employee retention and separation management.

Role: Accenture HR Services: SME (Subject Matter Expert).
Workforce Administration (ELM\EDA):
Employee Lifecycle Management\ Employee Data Administrations, Job data changes, position data changes and employee data changes including transfer, relocation, promotion, salary changes, status changes inclusive of reporting relationships changes, part time to full time and regular to temporary.
Organization structure management including position creation, edition, inactivation and deactivation in line with the AP (Annual Plan) of the business unit.
Leave Administration such as Maternity/Paternity, Long term sickness, Paid/Unpaid LOA.
Production of employment and financial references.
Creating offer letter/contracts.
R&R/Compensation and Benefits:
This team caters to managing Reward and Recognition/Compensation and Benefit needs for around 18000+ employees in North America for a top global client. With regards to Annual Pay Review administration for employees/Rewards and Recognition plan administration
- Contribute to the design and development of the reward strategy, ensuring that policy and practice is aligned to the business and people strategies. To manage the Pay and Reward team in the

delivery of their objectives and derive work plan ensuring that the organization benefits from an effective pay and reward service.

- To ensure synchronization along with payroll services.

- Handling payments for R&R, benefits, loans and allowances for the employees.
- Making adhoc payments, Pay deductions.
- Service and Recognition Awards (excellence, merit and long service awards)
- Expatriation Specific Benefits
- Manage and oversee the implementation and ongoing maintenance of the overall organization design process, encompassing job evaluation and sizing, grading structures and benchmarking.
- Act as the major source of query handling over R&R as part of Employee\Management assistance programs.
- Work with other HR colleagues to develop effective reward communications which
maintain and foster employee satisfaction.

- Being part of budgetary and forecasting exercises relating to the HR budget and
expenditure reports.

- Relocation Benefits, Educational and Fitness Reimbursements and Loans.
- Short-term incentive administration \[monthly, quarterly, annual incentive bonus delivery\]
- Handle Long service awards based on employee tenure.

Key responsibilities

- Gained experience as a Trainer for soft skills and process training.

- Handled MIS (Management Information Systems) and BHR functions

- Part of team recruitment as a Recruiter HR for the RAMP Jan-Feb 2008.

- Co-ordinating Direct walk-ins, job fairs, campus recruitment and third party vendors (HR

consultancy)

- Been part of talent acquisition, talent planning and bench handling.

- Synchronize with managers fulfilling their requisites for the floor with regards to resource

management and planning.

- Managing the day-to-day operations of the HR department.

- Carrying out responsibilities in the supporting functional areas.

- Performance management and improvement systems.

- Organization development through developing HR strategy.

- Employee induction, orientation, development, and training.

- HR Policy development and documentation.

- Employee relations and grievance handling.

- Issue salary letter and other employment letters.

- Company employee communication link with the top management.

- Compensation and benefits administration.

- Employee safety, welfare, wellness and health.

- Employee counseling and motivation.

- Implementation of services, policies, and programs through HR staff.

- Exit interview