Compliance Executive

Zonal HR Support ( HRBP)

Key Responsibilities:

1. Monthly Town Hall /Open House Sessions

Objective: Enhance employee engagement, provide corporate updates, and

gather feedback.

Frequency: Conduct a minimum of 8 sessions per month at sites with 50+

headcount and critical locations.

Key Deliverables:

Explain employee benefits, corporate updates, employee welfare

programs, and social benefits.

Address employee queries related to salary, PF, ESIC, mediclaim,

etc.

Conduct employee engagement activities, including Reward and

Recognition (R&R) programs where feasible.

Identify high-potential employees for succession planning during

interactions.

Detect early signs of attrition, especially among potential HiPo

employees, and take preventive measures.

Documentation:

Prepare detailed session reports, including attendance, feedback,

concerns raised, and action items.

Maintain a standard template for communication to stakeholders.

Keep records of identified HiPo employees and attrition risk cases

for follow-up.

2. Communication of the Escalation Matrix

Objective: Ensure employees are aware of the escalation process for timely

resolution of their concerns.

Key Steps:

Clearly define escalation levels, including contact points and

response timelines.

Share the escalation matrix during town hall / open house

sessions, onboarding programs, and via email/internal

communication channels.

Display the escalation matrix at prominent locations within each

site for easy accessibility.

3. Payroll Processing:

Objective: Ensure payroll is processed without any error.

Ensure all necessary mappings are completed correctly before payroll

processing.

Ensure all inputs and drafts are shared on time.

Process Full and Final Settlements (FNF) and gratuity payments on time.

Employee salary grievances need to be addressed within the timeline.

4. Fortnightly Collaboration Calls with Ops team:

Objective: Foster effective communication and resolve issues promptly.

Participants: Assignment Managers, Operations Officers, and Operations

Managers.

Frequency: Conduct bi-weekly calls with site stakeholders.

Agenda:

- Discuss site-level challenges, employee concerns, and operational bottlenecks.

- Share updates on HR initiatives, compliance requirements, and ongoing

projects.

- Create and track action plans for unresolved issues.

Documentation:

- Maintain a record of discussions, issues highlighted, and resolution timelines.

- Share minutes of the meeting (MoM) with all relevant stakeholders.

5. Monthly Meetings with New Employees (Guiding and Supporting New

Employees (Direct and Indirect))

• Organize casual monthly meetings for all new hires to share their

experiences, challenges, and successes. This will encourage open

communication and help us to get timely feedback.

• This involves providing comprehensive support to new employees, both

direct and indirect, to help them transition smoothly into their roles and

the organization. It includes offering guidance throughout the onboarding

process, ensuring that new hires are familiar with company policies,

culture, and expectations. Additionally, it involves addressing any

questions or concerns they may have, facilitating their integration into

teams, and providing ongoing assistance to ensure they feel welcomed,

supported, and equipped to succeed in their new roles.

6. Attrition Management (Direct and Indirect)

Attrition management refers to the strategies and processes implemented

to reduce employee turnover and retain talent, focusing on both direct and

indirect staff. This involves identifying the underlying causes of attrition,

such as job dissatisfaction, lack of career growth, or personal challenges,

and addressing them proactively.

For Indirect employees, attrition management includes providing career

development opportunities, fostering a positive work culture, and

responding to their needs.

For direct staff, attrition management involves ensuring job security,

creating clear communication channels, offering training opportunities,

and implementing retention initiatives tailored to their specific concerns.

Effective attrition management for both groups is essential for

maintaining a stable workforce, improving employee satisfaction, and

minimizing the costs associated with recruitment and training new

employees.

7. Compliance Management

• Ensure all compliance requirements are met for your assigned cluster, including

maintaining up-to-date licenses and certifications.

• Ensure the audit scores 100%, address any discrepancies or areas of

improvement.

• Track and report compliance status regularly, ensuring timely resolution of any

non-compliance issues.

• Collaborate with relevant teams to ensure adherence to local, regional, and

industry-specific regulations.