Assistant Manager

Job Description

Relationship/Account Management

• Acting as primary contact for local business leaders on GDC HR related issues
• Works closely with the business to strategize and lead employee engagement initiatives, improve work relationships, build morale, increase productivity and develop and execute retention strategies
• Works pro-actively with HRBP lead to identify and communicate HR direction and issues to business leaders
• Influences business spocs to decide and act in a timely fashion to respond to business requirements and issues
• Counsels and mentors junior staff members of the business in consultation with the business leaders
  
  
  

• Provides the business with relevant metrics, analytics and data, to make HR related business decisions
• Provides HR Policy guidance and interpretation.
• Supports customer service and operations service resolution for critical or sensitive issues
• Ensures HR solutions are aligned with business strategy
• Support cultural changes across the business unit through a variety of different methods, including implementing action plans following the Staff Survey, enabling managers to more effectively line manage their staff, strongly encouraging managers to take greater responsibility for their staff
  
  
  

• Executes process and policy recommendations
• Assesses HR demand and communicates needs to relevant parties (HR SMEs/HR Operations/HR Shared Services)
• Works jointly with HR SMEs/HR Operations/HR Shared Services to deliver focused and customized (where appropriate) HR solutions to the business
• To support the effective delivery of a higher performing HR service, ensuring that the high standards within the team are developed and maintained
• Carrying out such other duties as may be reasonably requested by the line manager, or any senior manager
• Drive Performance management process for GDC
  
  
  

• Acting as primary contact for local business leaders on GDC HR related issues
• Works closely with the business to strategize and lead employee engagement initiatives, improve work relationships, build morale, increase productivity and develop and execute retention strategies
• Works pro-actively with HRBP lead to identify and communicate HR direction and issues to business leaders
• Influences business spocs to decide and act in a timely fashion to respond to business requirements and issues
• Counsels and mentors junior staff members of the business in consultation with the business leaders
  
  
  

• Provides the business with relevant metrics, analytics and data, to make HR related business decisions
• Provides HR Policy guidance and interpretation.
• Supports customer service and operations service resolution for critical or sensitive issues
• Ensures HR solutions are aligned with business strategy
• Support cultural changes across the business unit through a variety of different methods, including implementing action plans following the Staff Survey, enabling managers to more effectively line manage their staff, strongly encouraging managers to take greater responsibility for their staff
  
  
  

• Executes process and policy recommendations
• Assesses HR demand and communicates needs to relevant parties (HR SMEs/HR Operations/HR Shared Services)
• Works jointly with HR SMEs/HR Operations/HR Shared Services to deliver focused and customized (where appropriate) HR solutions to the business
• To support the effective delivery of a higher performing HR service, ensuring that the high standards within the team are developed and maintained
• Carrying out such other duties as may be reasonably requested by the line manager, or any senior manager
• Drive Performance management process for GDC
• #KGS