This document outlines the responsibilities of a People Strategy role including employee lifecycle management, performance management, engagement, headcount analysis, and communication. It also covers topics related to job evaluation such as objectives, roles, guidelines, compensable factors, valuation of jobs, and methods of job evaluation including paired comparison and point ranking. Finally, it discusses designing pay grades through identifying and mapping grades to pay ranges.

1. People Strategy (Design and Execution)
- Work in close coordination with Talent Acquisition and Organizational Development Teams
- Employee Lifecycle Management (end to end)
- Employee Performance and Talent Management
- Business Stakeholder and Employee Connect
- Reward and Retention Management
- Employee Engagement framework
- Headcount Mapping and Analysis
- Organizational People Reporting & Analysis
- Business Scorecards and Forecasting
- Policy and Implementation
- Employee Internal Communication Channels
- Employee shout outs and connects
- Business Structure and Change
- Organizational Town-Hall Management
- Creating platforms within business domains to ensure smooth operations
- Culture and Change Management
Understanding the term “Job Evaluation”
· TheObjectives of Job Evaluation
· How Job Evaluation Assists in the Achievement of Compensation Objectives
· Roles and Responsibilities in Job Evaluation
· Job Evaluation guidelines
Importance of Job Description
· Designing Job Description
· Importance of Compensable factors
· Valuation of Roles and Responsibilities
Methods of Job Evaluation
· Paired Comparison Method
· Job Classification Scheme
· Point Ranking Method
Designing Pay Grades
· Identifying grades
· Mapping grades
· Designing Pay Ranges