WNS, part of Capgemini, is an Agentic AI-powered leader in intelligent operations and transformation, serving more than 700 clients across 10 industries, including Banking and Financial Services, Healthcare, Insurance, Shipping and Logistics, and Travel and Hospitality. We bring together deep domain excellence – WNS’ core differentiator – with AI-powered platforms and analytics to help businesses innovate, scale, adapt and build resilience in a world defined by disruption.Our purpose is clear: to enable lasting business value by designing intelligent, human-led solutions that deliver sustainable outcomes and a differentiated impact. With three global headquarters across four continents, operations in 13 countries, 65 delivery centers and more than 66,000 employees, WNS combines scale, expertise and execution to create meaningful, measurable impact.

1.A sound HR professional with credibility in the business, with good stakeholder relationships and who get things doneStrategic positioner: One who understands the global business context and builds the relevant HR capabilities around thatChange champion: One who can help build the organization’s capacity to change and to sustain change Solve challenges and get to the root cause of any issue, no matter how complex.Design and quickly implement solutions that cut across multiple disciplines, even those beyond people and organizational solutions.2. Attrition Management: Design and deploy strategies for controlling attrition in lieu of the market trends through tactical thinking.Implement, track and govern all initiatives to achieve target retention for the team / BU.3. Talent Management:Enduring high performing teams: review Bottom Quartile and weed out non-performersTalent Movement & Job Rotation: every employee to be at least 2 roles competentTrack the progress of Front Line Managers (FLM) engagement with their staff:Succession planning: design and deployment of strategies exercising existing assessment centers, LA training workshops, etc.Create a skill-directory for each LOB for effective expansion and venturing new businesses smoothlyTo review progress of the top talent for their verticals each monthImprove the existing R&R framework (a thought through action plan)4. Communication of goal-settings with employees through one-on-ones so that each employee knows his/her KRAs for the yearProvide expertise in the following areas: career planning, performance management, coaching, data analysis, compensation and rewards, employee relations, learning and development, recognition programs, and strategic development.Identify and surface trends in both qualitative and quantitative data to help improve organizational health, understand when data will assist in making smart, informed decisions. Interpret complex analyses and tie back to business priorities.5. Learning & Development: To align learning strategy with business goals and provide relevant ROI. Link learning to workforce plan & enable reduction of dependency on external hiring. Work with both capability & technical training teams to enable BU growth.Competencies/ Skill set:Experience operating in a large-scale, global enterprise business & span management of ~750+Knowledge across all aspects of people practice areas at executive-level, including track record of delivering tangible client impact in one or more practice area and outcomes.Effective communicator with the ability to build relationships with leaders and stakeholders to drive organizational change. Sound knowledge of local laws and regulationsStrong strategic thinking and innovationQualificationsMBA - Human Resources

MBA - Human Resources