Senior Manager/Associate Director – QC HR

• The business strategy, by helping business leaders to identify, prioritize, and build organizational capabilities, behaviors, structures and processes
• Building a strong relationship within the project team, while bringing specialist and generalist knowledge and expertise in multiple HR areas of expertise
• Business Partnering with Project leaders and managers to provide advisory on people agenda such as Performance Management, Talent Management, Career Development and Succession Planning to build a High-Performance team in a creative environment. Advisory includes coaching, counseling, disciplinary actions
• Support Project leaders and managers with transition and change management plan on organization structure change
• Partner with HR group such as Talent Acquisition, Talent Management, HR Operations, Compensation and Benefits to provide HR solutions to the employees
• Drive and manage HR Solutions, Drives Initiatives, Implements new processes or tools in support of business priorities, project operations and overall team engagement
• Foster close relationship and engagement with team members to improve work relationships, morale, productivity to build a great place to work through reinforcing & promoting Ubisoft culture
• Coach managers to address the day to day functioning of the organization

• Understand the business needs and various roles in the department in order to ensure the right goal setting for individuals on the floor
• Be a core part of annual and mid- year performance review for the team; coach and discipline employees
• Cascade the timelines and educate the business on the end-to-end process
• Facilitate calibration sessions where needed and support ongoing alignment conversations
• Coach the directors, project managers and people leads to support them delivering their responsibility in the process
• Manage the overall KPI and goal setting implementation and evaluation
• Institutionalize the performance management framework within business lines and monitor completion in time line given, trouble shoot on normalization, monitor to ensure that promotions are in line with defined policies; liaise with unit Managers to drive closure
• Develop development plan for the employees in order to achieve the business objectives
• Come up with recommendations to drive process improvements in order to achieve high productivity each year

• Work with the business leaders to identify the Core Team Members and ensure regular engagement sessions are facilitated with them
• Deploy the key people processes, such as identification of key people (key potential, key performers, high potential etc.); identification of successors for key positions, ensuring there are succession plans in place for the identified people, etc
• Mentor and coach people managers especially on leadership, managing difficult conversations, giving feedback etc
• Work collaboratively with HR leaders to define the talent strategy covering - succession planning for critical roles, assessment of capabilities; identifying competencies, definition of training plans, career paths, organization design etc

• Work alongside the C&B team to deliver the key annual relevant processes

• Ensure qualitative data on HR information systems, contract addendums, leaves & absences etc

• Work with the HR Operations team and work on improving processes and efficiencies. Employee Engagement / Productivity Measurement
• Use and re-enforce the use of people data, insights and analytics in taking business and people decisions

• Participate in forecasting of manpower requirements for the year and per month/quarter based on business needs, projected attrition and expected movements
• Align with the managers and TA teams on project needs, in terms of headcount and capabilities and follow-up on the roadmap
• Guide the TA team to in identifying the business needs and plan hiring accordingly
• Lead process improvements in the recruitment process
• Review the weekly reports and seek inputs in case of major abnormalities; help team resolve recruitment related escalated issues with business

• Maintain various metrics and global reports to monitor HR KPIs such as Attrition, Availability, Level changes, Promotions, Contract Renewals, Exits etc
• Hearing and resolving employee grievances and conducting the counseling sessions
• Liaison with Group HR for central activities
• Create safe spaces and foster a culture of being able to speak up; be someone approachable that teams around the world can reach out to for guidance or in order to raise issues

• Experience as HRBP in technology or gaming companies,
• Should have strong business acumen, ability to consult on complex organizational challenges, and also perform hands-on in the event of stretch/stabilisation efforts.
• Proven experience in managing the HR function of mid-sized organization.
• Experience in handling end to end cycle of PMS for mid- sized organisation
• Minimum Bachelor degree in MBA – HR, qualification in labour laws and financial management will be additional advantage.
• Excellent communication skills – written and oral
• Analytical and problem solving aptitude
• Leadership, management and organization skills
• Strong interpersonal skills
• Is proactive and self-motivated
• Strong excel and powerpoint skills

Ubisoft