This Article speaks about The basics of KPIs with 100 example metric sources. A leading indicator is a measure that helps predict a change or movement in your organization. We often refer to these types of metrics as the measures that tell you how your business might/will perform in the future. They are the warning buoys you put out in the water to let you know when something is going well, and when something isn’t. For example a leading KPI for an organization might be the cost to deliver a good/service. If the cost of labor increases, it will give you a leading indication that you will see an impact on net profit or the cost of inventory. Another example of a leading indicator might be how well your website is ranking or how well your advertising is performing. If your website is performing well, it might be a leading indicator that your sales team will have an increase in qualified leads and contracts signed. 

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This Article speaks about Your Global Growth. A remote-first workforce is when working remotely is the primary option for a company’s employees. This means that team members are not required to perform their jobs from a centralized office on a permanent basis. Instead, employees work from another location, such as a home office or coworking space. Remote-first companies prioritize asynchronous communication and location-independent processes.

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Job Name: Manager, HR Operations

Location: Hyderabad

Contact Email: hr_officer2@middleearthhr.com

Requirements:

• Proficient with Microsoft Office tools including Word, Excel, PowerPoint
• Proficient using Google mail, calendaring and shared drives
• Ability to maintain confidential information
• Ability to handle multiple tasks, priorities and competing deadlines
• Possess strong interpersonal skills and demonstrated ability to analyze, explain, and draw logical conclusions from complex operational, financial, regulatory and/or business data
• Experience describing and documenting specific requirements
• Must be detail oriented with a concern for quality expressed by continually initiating system and process improvements
• Provides leadership and development of others
• Exhibits strong technical skills
• Building Relationships
• Ability to Influence
• Analysis and Planning
• Comfortable in self-directed, fast-paced environment as well as with a geographically dispersed team
• Strong critical thinking and problem solving skills, with the ability to think strategically

Responsibilities:

• Supervise and support the HR Operations Specialists, Payroll specialist and Analyst duties to ensure that all SLAs are consistently met aimed to enhance hiring selection, reduce time-to-fill and increase retention. 30%
• Identify opportunities for operational efficiencies and implement processes and procedures to streamline recruiting, onboarding, Document-Verify process, reporting, compliance, legal alerts, and other HR initiatives. 20%
• Partner and collaborate with HRBPs, Talent Management, Compensation and Benefits, Compliance, Legal, Group Control, Finance, HRIS, and Organization Development, to establish operational strategies for identification, selection, onboarding, and post hire activities with a goal to increase retention of candidates, provide a best in class candidate experience, and ensure new associates are set-up for success. 20%
• Manage stakeholder and take care of critical issues. 5%
• Maintain current process documentation as it relates to the HR process, system enhancements, implementation of additional vendor partnerships, and all HR program guidelines and policies. 15%
• Support initiatives related to the HR & ITA team recruiting impact as it relates to performance of the ITA team, results and trends, employee referral program, cost per hire, turnover, job board utilization, marketing initiatives, and other elements as determined. 10% HR analytics, and publishing of dashboard Be part of a process audit, statutory audit Be part of the market mapping and Compensation exercise