1. HR Services
1.1. Payroll
1.1.1. Processing
1.1.2. Review
1.1.3. Pay-out
1.2. Benefits Administration
1.2.1. Company
1.2.1.1. Policies
1.2.1.2. Implementation
1.2.1.2.1. Insurance
1.2.1.2.2. Health
1.2.1.3. Post Support
1.2.2. Government
1.2.2.1. Alignment
1.2.2.2. Implementation
1.2.2.3. Post Support
1.3. Data Management
1.3.1. Data Entry
1.3.2. Data Maintenance
1.3.3. Data Clean-up
1.4. Compliance
1.4.1. Government
1.4.2. Company
1.4.2.1. GDPR
1.4.2.2. SOX
1.4.2.3. ITC
2. Cross Functional
2.1. Finance
2.1.1. Budget
2.1.2. Forecast
2.1.3. Cost Center
2.1.4. Monthly HC Report
2.2. Safety
2.2.1. Reports
2.2.1.1. Incident/Accident
2.2.1.2. Covid Related
2.2.2. Safety Programs
2.2.2.1. Company
2.2.2.2. Government
2.3. Service
2.3.1. Client Requirements
2.3.1.1. Certification
2.3.1.2. Letters
2.3.1.3. HR docs
3. Business
3.1. Partnership
3.1.1. Strategy
3.1.2. Communication
3.1.3. Consultation
3.2. Org Development
3.2.1. Org Review
3.2.1.1. Structure
3.2.1.2. Process
3.2.1.3. People
4. HR COEs
4.1. Total Rewards
4.1.1. Offers
4.1.1.1. NHOP
4.1.1.2. SCR
4.1.2. Ad Hoc Promotion / Special Adjustment
4.1.2.1. Review
4.1.2.2. Recommend
4.1.2.3. Market Benchmark
4.1.2.4. Approval
4.1.3. Market Benchmark
4.1.3.1. Industry in general
4.1.3.1.1. Huawei
4.1.3.1.2. Shcneider
4.1.3.1.3. Eaton
4.1.4. Budget????
4.1.4.1. Access to WCT
4.1.4.1.1. Access to MUHR
4.1.5. Forecast???
4.1.5.1. Access to WCT
4.1.5.1.1. Access to MUHR
4.1.6. Job Architecture
4.1.6.1. Phase 1
4.1.6.2. Phase 2
4.1.6.3. Phase 3
4.1.7. Annual C&B Planning
4.1.7.1. Salary Structure, Compensation Survey
4.1.7.2. Merit Increase / Incentive Plans
4.1.7.3. Bonus Pay-out
4.1.7.4. Promotion
4.1.7.5. Employee Benefits
4.1.7.5.1. Health, Insurance, Life, etc
4.1.7.6. Wellness Benefits
4.1.7.7. Internal/External Compliance Requirements
4.1.7.7.1. Minimum Wage
4.1.7.7.2. Tax Benefit / Equalization
4.1.7.7.3. Government Support Schemes
4.1.7.8. Gaps and Risk with Appropriate Recommendations
4.2. Talent Acquisition
4.2.1. Job Description
4.2.1.1. Database
4.2.1.2. Development
4.2.2. Market Benchmark from an attraction stand-point
4.2.2.1. General Industry / Competitor
4.2.2.1.1. Huawei
4.2.2.1.2. Schneider
4.2.2.1.3. Eaton
4.2.2.2. Sourcing Database
4.2.3. HRT
4.2.3.1. Business Justification
4.2.3.2. Approval
4.2.4. Interview
4.2.4.1. Vet/Probe
4.2.4.2. Evaluation
4.2.4.2.1. Talegent or alternative
4.2.4.3. Recommendation
4.2.4.4. Competency-Based Interview
4.2.5. Selection
4.2.5.1. Culture Fit
4.2.5.2. Budget Fit
4.2.5.3. Role Fit
4.2.6. Employee Value Proposition
4.2.6.1. Campus Recruitment
4.2.6.2. Recruitment Employer Branding
4.2.6.3. Career Fairs
4.3. HRIS
4.3.1. HCM
4.3.1.1. Data Entry
4.3.1.1.1. Joiners
4.3.1.2. Data Maintenance
4.3.1.2.1. Employee Movements
4.3.1.2.2. Termination of record
4.3.1.2.3. Data Clean-up
4.3.1.2.4. Latency compliance
4.3.1.2.5. Quantitative Performance Evaluation
4.3.1.3. Reporting and Analytics
4.3.1.3.1. HC Report
4.3.1.3.2. Demographics
4.3.1.3.3. Employee Tracking
4.3.1.3.4. Business Performance
4.4. Learning & Development
4.4.1. Onboarding
4.4.1.1. Pre-onboarding
4.4.1.2. Local Orientation
4.4.1.3. Functional Orientation
4.4.1.4. Performance Evaluation
4.4.1.5. Regularization
4.4.2. Development
4.4.2.1. Competency Assessment
4.4.2.2. Program Development
4.4.2.3. Program Implementation/Execution
4.4.2.3.1. Managing@Vertiv
4.4.2.3.2. GTR
4.4.2.3.3. OKR
4.4.2.3.4. ALP
4.4.2.3.5. Sales Training
4.4.2.4. Program Evaluation Outcome
4.4.2.4.1. Internal Promotion
4.4.2.4.2. Job Enhancement
4.4.2.4.3. Business Impact
4.4.3. EleVate
4.4.3.1. OKR creation
4.4.3.2. Quarterly Quality Conversation
4.4.3.3. Qualitative Performance Evaluation
4.4.3.4. Business Strategy
4.4.4. Talent Pipeline
4.4.4.1. GET/CET
4.4.4.1.1. Recruitment
4.4.4.1.2. Attachment
4.4.4.1.3. Trainings
4.4.4.1.4. Deployment
4.4.4.1.5. Career Mapping/Development
4.4.5. Project Sirius
4.4.5.1. LMS
4.4.5.2. Blended Learning