What is HR in the real world? Human Resources is an enabling function within an organization that focuses on aligning people strategy with organizational goals, creating a positive workplace culture that drives performance, motivation, innovation and overall business growth through efficient talent attraction, management, engagement and retention practices covering all touchpoints across the employee lifecycle.What is HR for me? HR is an amalgamation of all functions: ‘Sales: Every time you go to campuses/recruit talent, you sell the USP of your organization Marketing: You design the employee value proposition, run campaigns within organization ‘and drive engagement ‘Supply Chain/Manufacturing: You hire raw talent and develop them into leaders through ‘TAD & talent management Operations: You are admin, you manage payroll, grievance redressal, employee SOPs {through polices. Finance: You manage entire human capital budget, plan benefits etc,, incentives through Comp. & Ben. Legal: You manage labor laws, POSH and overall custodian for compliance Strategy & PMO: You business partner to create People Strategy at functional level to ‘ensure overall organizational objectives are met. You program manage all things PeopleAvatars assumed by an HR! " forks closely with senior ‘Acts as the voice of the Helps organizations navigate leadership to align people employees within the ‘and manage change, whether strategies with the organization, ensuring their related to culture, processes, or ‘organization's goals and overall concerns, needs, and well-being structure. business objectives are addressed Formulates & drives processes and policies across employee Iifecycle to attract, develop and retain talent Administrator Handles the administrative tasks necessary for managing the workforce and maintaining ‘compliance with labor laws and ‘company policiesTypical Organization Structure a Es cot i] Ea i Core/Revenue Driving ‘Support/Enabling Functions FunctionsThe HR Arenas aprons ines ice opens Theyre the scat of MR ee oneness of cate on pices he rei exited ‘ona imele sohng doy doy tenes samme Prue ered tontrdrtion COE frter aon ection te poles process & wm > HR Consulting ‘Ari & Ops the bctbne ond cend of Tey ere estos of ‘hemes canfdenatnjomaton ply a They oe oo ho fom i standpant are me ond =e enating nash of from ‘Stop to Reem ring Joncion lets rom henry “ont your high ond stepe nn vensormatons tht they mahtwoneutem er | ‘et ConsultingThe HR Arenas- Deep Dive: Business Partnering "WR Business Parner or sales, sales support and marketing functions. mands command ‘over business nuances, manage higher employee base inclaing entry lve field force and Contractual/3 party executives. Core responsbities include ecutment, manpower DlnAiNg, ‘employee engagement, grievance redresa, capability bulking, Performance management budget management, Rewards & Recognition, ext formalities, employee connect et. for respective scope of employees THR Business Parner or acores/manutactrig setup logis Demands command over labor laws and advanced grievance management, understanding of tlutory tanings and Choad requirements, attendance management, manage higher employee base including Gromer contractual/3 party workorce/blve cllar workforce. Core responsibltes include recrutment, ‘manpower planning, employee engagement, grievance redresa,capabilty bulding, mandatory trainings, Performance management, budget management, Rewards & Recognition ext formalties, employee connects, lar relations ee for respective scope of employees WR Business Parner or Finance, MR, legal, other corporate functions. Demands effective ‘management of white-collar workforce, beter employee connects, attrition management et They are HR for HR team aswel. Core responsiites include recruitment, manpower planing, employee engagement, grievance redresa, capably bung, Performance management budget management, Rewards & Recognition, ext formalities, for respective scope of = BackThe HR Arenas- Deep Dive: COE (1/2) Son poner ‘Leads the recruitment effors to attract, ently, ad hire top talent forthe organ Irwolvs managing the end-to-end hing proces, fom sourcing cand dates to conducting AleMrew negotiating offers. Manages Campus programe, Internship recrltments et, a wel Works losey with BPs to understand hing needs, develop elective recruitment statepes, and ensure a seamless candidate experience inclodng pre-and post joining experience. ‘Designs training programs ensuring the continuous development of employees atallevel, Responsible for overseeing the organizations earing and development strategies to enhance employee sil, perlormance, and overall organizational growth. Works closely with enor leadership ta align learning Inttives with business objectives and dive culture of continuous improvement and innovation. Partners with HR6Ps to drive the training calender, design function speci ining calendar and id with the capability bldg itatives Designs and implements performance management systems, talent development programs and succession planning strategies that align with the company’s objectives. Works osely with leadership to tnaure thet employees ore ergngn ther lls are effectively lized, and theresa ler petvey for trowth and advancement. Analye performance andtalent metrics to measure the effectiveness of performance management programs and make recommendations for Improvements Custodian of overall H Budget. Designs compensation structures bass the pay philosophy, oversees employee benefits programs such a5 health insurance, retirement plans and other pers), and ensures omplance with egal and regulator standards. Works osey with overall HR nance, and leadership to slign compensation stratepies with organizational goals, improve employee satstaction, and atact and retain top talent. Spearheads the manpower planning activity to ensure HC meets the growth and budgetary ebyectives BackThe HR Arenas- Deep Dive: COE (2/2) ER/IR Develops and executes strategies that communicate the company's valves, culture, and unique ‘employee experince to attract top talent Works clsely with marketing, HR, corporate ‘ommuniations and leadership to build and maintain a trong, postive empioyer brand both Internally and external through agtal platforms, social med, career fais, campus programs and other employer engagement channels ‘Manages and fosters postive relationships bawween employees and management while ensuring compliance with abor ws, company polices, and collective Bargaining agreements ‘Thisrole volves aderesing employee erievanes, medating disputes, handing dsplinary actions, and ereating programs that improve comminiation and cllaboration within the \wortplace. Works osely with unions (if appliabe), ensures legal compliance, and helps "maintain 9 harmonious work ewironment. “Gathers and analytes Wirelated data and eral metrics such a employee performance, turnover engagement, compensation, and recruitment mets, to provide insights that inform “strategic HR natives, Works clorly with HR leaders and senior management to dent trends, forecast workforce needs, and make data sven recommendations that enhance. ‘organizational effectiveness and design tallor-made focused inatives Also crests dashboards {forthe leadership and ager HR tear for insights BackEO eae) fa The HR Arenas- Deep Dive: Admin & Operations ‘ustadan for entire repository of employee data incuding personal, compensation, performance, tenure, lating health, 86 Verification past werk records, feedbacks ee Acts as SPOC fr al functions for any data requlrement. Champions the HIS systems (Werkday/ Darwinbox et) management, mantenance, leanings et. Leads employee onboarding &offeoardig frmalts including oe letter creation and rll (out, BG Health checks, and other mandatory formals, Ensures data privacy a8 pe legal statutes ‘Tacks entire employee cost including overl payroll management, processng and disbursement of salaries on ime, payments to 3 vendors, bonus ad incentive processing, salary advance and other benefits management (Aspe og polices), Full and final settlement, PF Gratulty et. Requires Understanding of standard deductions, ax compliance, compensation structures et Should drive time totime aus and report as requied In charge of overall ofice/fices management forthe organization, ensring hygiene and other comfort, requirement are met, medical urgencies are handled. lds with hosting events in ofc to ensure all arrangements areas per requirement. Manages pantry, housekeeping, reception et. other staff and twacks performance. Manages office supplies and stationarie, furniture, and overall decorum tobe maintained, Also includes managing official ave desk, executive assstance/secretaries to senior leadership for managing day-day work etc BackWhat's trending in HR HR PNB) Drala 4 ered attra BenefitsWhere can you leverage the learnings 1. Why HR? ~ Pick up role or arena of HR that interests you or you can relate with the most and back it up with an experience/example where you lived a bit of that role either during your internship/college fest/work experience/mentorship or even personal life 2. Tell me about Yourself/Strengths ~ Subtly or indirectly add some core competencies that showcases you can be a good HR (ex: Empathy, stakeholder ‘management, Emotional Quotient, Listening Skills, problem solving, etc.) 3, Short Term/Long Term Goals = Ifin HR, now you know what all work/roles you will have to do to reach the Top level 4, What is your understanding of HR = You can talk about Avatars/Arenas and you are good to go! 5. Any Situational question = You can use descriptions/avatars to showcase you know the field well and then build up the answers basis logical ‘assumptions‘Some General Gyan — My Mantras (take it with a pinch) 11. Be Absolutely Confident (not adamant) ‘Even when you don’t know something 100%, it’s okay! You will anyways never know it al. 2. A$mile can take you miles (not laugh) Even when you are being grilled or are dead scared, smile not only calms you down, but the interviewer as well 3. The aim isto SELECT (not reject) While it may look lke a process made to reject the am i to Select the best ones! And you are already there. 4. Customize your answers (to make sense) ‘Be it a personal story or your personal meaning/definition of something. Interviewers are also bored of listening to ‘same Chat GPT answers for a week now 5. They are looking for Leaders of Tomorrow (not college kids) Give answers thot make them see a leader in you- understand well, say what you mean, defend as much you con, be agile, confident and grounded but don’t underplay yourself! 6. Don’t Bluff (they are the Experts) It's absolutely okay to say I don’t know’ when you are clueless but not to everything 7. Your first Answer isthe compass (You own it) 99% of the times, its your TMAY or first ans that guides your interview, it’s in your hands- make the most oft, Smarty!