Senior People Ops Partner

Bengaluru, Karnataka, India | Human Resources | Full-time

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About Us:

Odessa is a U.S. company with offices in Philadelphia, USA and Bangalore, India. Our leasing solutions power a client base comprised of leading global financial institutions that operate across market segments. We transform bold ideas into breakthrough outcomes for customers that drive the economy through equipment and fleet leasing: IT, healthcare, transportation and more. We believe that great outcomes and customer satisfaction are everything. It’s what drives us to turn bold ideas into transformational solutions for lease and loan management. By combining digital technologies with what works across a diverse customer base, we use an agile approach to co-innovate with clients to help them solve their toughest problems.

As the largest technology provider in the leasing industry, Odessa provides a feature-rich ERP solution with broad integrations across top CRM, G/L, tax, credit, and leading enablement applications. As a complete Platform, Odessa delivers a total solution for commercial lending companies, driving the future of asset finance. With best-in-class functionality, extensible architecture and a suite of value-added features and services, Odessa helps companies transform their business operations.

At Odessa, we’re committed to bringing innovation, creativity and customer-centricity to enterprise applications for the leasing industry. Since 1998, we’ve been working hard to push the established technology norms and are serious about what we do. But we also like to have fun – in fact, we run our company with that principle in mind every day. One of our core values is ‘enjoyment’.

Primary role:

Senior People Ops Partner role

Roles & Responsibilities

Comp & Benefits Operations

  • Owner of payroll budget & merit planning in partnership with HR, leadership & finance for Off-cycle and annual cycle
  • Owns the Compensation modeling & Benefits & Perquisite Management modules in Darwin
  • Partners with BPs for external benchmarking study on comp & ben
  • Partners with leadership & BPs for implementing variable pay models
  • Provides data and analysis for comp & ben decision making & tracking
  • Help HR evaluate positions to determine appropriate job classification, title, and grade through reporting and analysis.

Data & People Analytics

  • Custodian of HR data - Owns the aggregation, storage and use of data sets with business requirements.
  • Data Accuracy: Provide accurate data that can be relied upon to inform business decisions, working with other members of the HR Operations team to improve data accuracy within the HR Information Systems (HRIS).
  • Data Protection: Ensure that all data is stored and shared in a safe way, adhering to compliance requirements.
  • Reporting Lead: Be the main point of contact for all people analytics within the business, producing data in an agile way that is tailored to the needs of each business stakeholder.
  • People Cost, Headcount, Performance: Partner with key stakeholders within the business to develop an accurate and clear methodology to track total people costs, including on-costs for employees such as pensions and benefits. Provide headcount data to the business which is clear and instructive so that managers can more easily predict their staffing levels and costs year on year. Demonstrate, through data, the performance of employees within the business to help identify high achievers.
  • Key HR Processes: Using data to contribute to the efficiency and effectiveness of key strategic projects and processes within the HR function e.g. benchmarking, organizational design, learning needs analysis, employee engagement etc. Being a key part of delivering cyclical projects such as annual salary review and bonus payments, including providing accurate base data, applying calculations.
  • Presentation of Data: Presenting data both electronically and in person which clearly articulates any findings, assumptions and suggestions that can be used effectively and practically by the stakeholder.
  • Management Information: Develop a reporting suite that can be accessed on a self-service basis by line managers within the business.
  • Performance Through Data: Develop methods to track return on investment for people-related costs so that the business can track where to invest its staffing costs and HR processes/initiatives. Provide people-related context and information which can help to influence the future philosophy and strategy of the business.
  • Based on metrics and analysis, makes recommendations for policies and activities to improve the organizational culture including suggestions to attract and hire qualified candidates, to motivate and retain employees, to address staffing issues, and to maintain legal compliance.

HRIS 

  • Implementation - Serve as a primary resource in relation to Darwin setup and implementation and provides oversight on HRIS project
  • Acts as the HRIS lead while collaborating with Information Technology (NSSG), RMG, TAG and Finance (Payroll)
  • Develop project plans and monitor progress of HRIS initiatives
  • Ensures accurate best practice business process/workflows and other system dependencies are in place within the HRIS to support the users for easy, accurate and effective completion of programs and processes like compensation programs, annual performance reviews, benefits administration, payroll and reporting efforts.
  • Responsible for training the Trainers on HRIS system and processes
  • Oversees the change management cycle including communications and training related to system implementations to drive behavior changes and adoption
  • Assists with creating internal training tools and process manuals for staff to maximize effective use of the HCM system.
  • Responsible for maximizing technological capabilities to reduce manual processes in HR
  • Manages and administers the human resources component of the Darwin by managing the data collection, maintenance and the integrity of the system
  • Implements the necessary controls to identify and mitigate risks in all areas of accountability in the tool

Experience :

  • 4-6 years of relevant experience in HR analytics, dashboards and providing action insights
  • Graduate in any discipline
  • Excellent communication skills (written and verbal)
  • Excellent knowledge on MS tools and automation. Must have worked on preparing and presenting the reports / analytics and dashboards
  • Thorough Knowledge of compensation budgeting - data, analysis, insights
  • Must have knowledge and experience in HRIS systems - implementation/maintenance

Our commitment to you:

  • Your entrepreneurial spirit and vision will fuel opportunities for career advancement
  • You'll make a difference for some pretty impressive brands; Odessa serves many of the world's leading financial institutions
  • Opportunities for regular learning through training, assignments and collaboration with experts across the company
  • We're a Microsoft.NET shop and our solution is built atop a world class technical framework - we'll always keep you on the most current .NET tech
  • Exposure to a leading FinTech solution and the latest applications of technology in the world of financial services
  • You'll gain access to a dynamic industry, worth more than $1.2 Trillion in the United States alone; check out resources on the North Americanand global markets