About Us:

Our purpose is to help clients exceed their financial health goals. Across the reimbursement cycle, our scalable solutions and clinical expertise help solve programmatic needs. Enabling our teams with leading technology allows analytics to guide our solutions and keeps us accountable achieving goals. 

We build long-term careers by investing in YOU. We seek to create an environment that cultivates your professional development and personal growth, as we believe your success is our success.  

ESSENTIAL DUTIES AND RESPONSIBILITIES: 
Note: The essential duties and responsibilities below are intended to describe the general duties and responsibilities of this position and are not intended to be an exhaustive statement of duties. This position may perform all or most of the primary duties listed below. Specific tasks, responsibilities or competencies may be documented in the Team Member’s performance objectives as outlined by the Team Member’s immediate Leadership Team Member.

Job Summary: 

We are seeking a dynamic and experienced Asst Manager-Talent Management to join our team. The ideal candidate will have a strong background in talent management, attrition control, retention strategies, and employee engagement in ITES / Healthcare Industry. This role will be responsible for implementing change management and culture-building initiatives, ensuring adherence to new processes and policies, and achieving team goals related to attrition and retention. A significant focus will be on business partnering, coaching, and proactive engagement with line managers to drive organizational success.

Key Responsibilities:

• Change Management & Culture Building: Ensure new processes and policies are implemented and adhered to.
• Attrition & Retention: Achieve team goals with respect to attrition control (less than 2% per month) and retention of the top 20%.
• Employee Connects, SKIP Discussions, RAG Analysis: Take ownership, be aware of team issues, and be accessible, trustworthy, and empathetic. Complete RAG analysis on time and maintain overall RAG accuracy at 85%.
• Team Management: Ensure team goals are met, process adherence, and team engagement levels are maintained.
• Employee Engagement (EE) Activities: Roll out policies/processes, educate staff, and ensure discipline and performance processes are adhered to. Follow the EE calendar and ensure trackers are updated.
• Special Projects: Handle special and dedicated projects assigned to the individual.
• Cross-Functional Support: Provide necessary support for talent acquisition and other ad-hoc recruitment activities.

Essential Functions:

• Business Partnering: Partner with local leadership and line managers to align people programs with business needs. Act as a trusted advisor on all people-related matters.
• Coaching and Development: Provide coaching and development support to line managers, helping them to effectively manage their teams and drive engagement.
• Proactive Engagement: Engage proactively with line managers to identify and address potential issues before they escalate. Foster a culture of open communication and continuous improvement.
• Employee Relations: Provide hands-on employee relations support, addressing concerns in a timely, empathetic, and compliant manner in consultation with HR leadership.
• Onboarding and Retention: Collaborate on onboarding, retention, and employee experience initiatives with the broader HR team.
• Feedback Mechanisms: Coordinate employee feedback mechanisms (e.g., surveys) and assist with action planning and reporting to relevant parties.
• Data-Driven Insights: Leverage HR data and reporting tools to support recommendations and identify opportunities for improvement. Drive Quarterly Business Reviews (QBR) to share this data and HR insights with identified department leaders.
• Compliance and Policy Management: Assist in resolving and communicating HR-related compliance matters, policy rollouts, investigations, performance management appeals, and compensation management, escalating as needed.
• OKRs and Continuous Improvement: Recommend and own HR quarterly OKRs on matters that improve operations, systems, or processes.

Experience:

• 8+ years of progressive HR Business Partner experience, preferably in an ITES / Healthcare or high-growth environment.
• Demonstrated sense of strong ownership, time management, and the ability to juggle multiple priorities and work effectively across multiple time zones.
• Strong working knowledge of Indian labor laws and HR compliance.
• Experience handling employee relations and coaching managers on performance and engagement.
• Familiarity with HR systems such as WorkDay, or similar platforms.

Knowledge, Abilities & Skills:

• Effective communicator with strong interpersonal and problem-solving skills.
• An analytical mindset with experience using data to support decisions.
• Highly organized, proactive, and able to thrive in a fast-paced environment.
• Comfortable working across time zones and with remote teams.
• A collaborative team player who reflects Responsive values.

PHYSICAL DEMANDS:
Note: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions as described. Regular eye-hand coordination and manual dexterity is required to operate office equipment. The ability to perform work at a computer terminal for 6-8 hours a day and function in an environment with constant interruptions is required. At times, Team Members are subject to sitting for prolonged periods. Infrequently, Team Member must be able to lift and move material weighing up to 20 lbs. Team Member may experience elevated levels of stress during periods of increased activity and with work entailing multiple deadlines.
A job description is only intended as a guideline and is only part of the Team Member’s function. The company has reviewed this job description to ensure that the essential functions and basic duties have been included. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.