1. Primary objectives involves optimizing staffing levels, enhancing employee engagement, and ensuring seamless onboarding and offboarding processes.
2. He/She will collaborate with business leaders on staffing needs, drive employee referral programs, and conduct regular one-on-one meetings to address issues. Additionally, He/She will focus on reducing attrition, fostering career development for emerging talent.
1. Collaborate with business leaders to understand current staffing needs and forecast future requirements.
2. Drive employee referral programs to increase internal sourcing of talent.
3. Monitor and analyze the effectiveness of referral programs and implement enhancements as needed.
4. Conduct regular one-on-one meetings with their respective portolio stakeholders and to address issues and concern.
5. Follow up on actionable items identified during one-on-one meetings and ensure timely resolution.
6. Facilitate smooth onboarding experiences for new employees with New joinee Connect Programme.
7. Develop and implement strategies to mitigate attrition, particularly among high-performing employees. (Reduction in 4 & 5 Rating Attrition)
8. Engage with emerging talent to understand their career aspirations and provide guidance on career development opportunities within the organization.
9. Identify high-potential employees and develop plans for their career progression within the company.
10. Nominate suitable candidates for succession planning initiatives to ensure continuity of key roles.
11. Ensure timely confirmation of probationary employees.
12. Conduct exit interviews to gather feedback from departing employees and identify areas for organizational improvement.
13. Monitor and maintain efficient turnaround times for releasing employment offers to candidates.
14. Ensure that staffing levels are consistently maintained at or above 90%
15. Work closely with internal stakeholders and Vendors to attract top talent and build pipeline of candidates.
16. Drive employee engagement initiatives, such as training and development programs, recognition schemes, to foster a positive work culture and enhance productivity.
17. Collaborate with regional managers to develop and implement performance management systems that align with company objectives. This includes providing guidance on setting clear goals, delivering constructive feedback, and recognizing and rewarding high performance.
Qualification needed: MBA
Min Experience: 4 years
Max Experience: 8 years
Skills Required
- MBA
- 4-8 years of relevant HR experience
CSB Bank Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about CSB Bank and has not been reviewed or approved by CSB Bank.
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Fair & Transparent Compensation — Pay is considered fair in certain managerial or target-based roles, with some positions viewed as competitive for the industry. Salaries are consistently reported as paid on time, supporting a baseline of reliability.
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Strong & Reliable Incentives — Earnings can be strong when sales targets are achieved, indicating meaningful performance-linked upside in some roles.
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What We Do
CSB is a full service bank established in 1920 and headquartered in Thrissur, Kerala. CSB has over 703 branches covering not just the district headquarters and large towns but also semi-urban and rural centers. Thanks to its unique origin and history, CSB is considered a household banking brand in Kerala. CSB offers Retail, Wholesale and SME Banking services through its footprint of over 703 branches across the country serving over 2 million customers.
