Our HR philosophy is clearly enunciated through our Employee Value Proposition and our HR mission. Our mission is to serve our internal customers by continually focusing on adding value to business and maximizing employee experience through their life cycle. At SOTC, we have managed to create an organisation that has a very vibrant and transparent culture of collaboration, innovation and respect, a congenial environment of trust and entrepreneurial work culture. Moreover our HR strategy is designed in alignment with business strategy and focuses on resource optimization, employee engagement and development, corporate governance, compliance and risk management.
Employee Value Proposition (EVP)
Employee Value Proposition (EVP) essentially describes the characteristics and appeal of working for an organisation. SOTC has developed a strong Employee Value Proposition known as “Fellowship of Winners” and essentially based on the following five pillars.
‘A Fellowship of Winners’ - SOTC Employee Value Proposition
- Brand Legacy: SOTC has more than 62 years of experience, were pioneers in travel Industry and active across travel segments in leisure, MICE & corporate business travel. The strong brand equity helps in attracting and retaining good talent.
- Engaging Leadership: The leadership team across the organization relentlessly strives to focus on various aspects that engage employees at all levels. Every leader at SOTC embodies our values and creates an environment that promotes transparency, respect, trust, integrity, engagement and culture of excellence.
- Caring Work Environment & Culture of Excellence: At SOTC, we strive to create an environment of compassion and care by connecting right from selection to on-boarding along with various work life balance policies. Our Rewards and Recognition including the most coveted annual Fellowship Awards testifies our culture of excellence.
- Continuous Learning & Growth Opportunities: Our various learning and development programmes like Management Development Programme, behavioural, functional, skill based , product and process trainings, coupled with Potential Development Centres, assessment centers, talent management initiatives help our employees to garner experience and explore opportunities across functions, divisions and geographies.
Gender Diversity: At SOTC, we take immense pride in our gender diversity. More than 33% of our workforce comprises of women employees. We have created a platform called Women of Will (WOW) that strives to motivate, develop, engage women staff and also addresses their concerns & grievances of our women staff.
We have recently won Working Mother and Avtaar Award for being Top 100 Company for women employee
Few Glimpses of HR @ SOTC India.
The distinguishing quality of our various HR initiatives lies in the uniqueness coupled with contemporary and comprehensiveness it brings to traditional HR practices. Essentially the secret of various HR initiatives at SOTC India lies in the fact that these initiatives are encouraged and supported by our leadership team and all employees. Undoubtedly these HR initiatives are planned and meticulously designed to support organisational strategies and business goals.
Since SOTC has different products and services offerings, the workforce comprises of diverse skills sets. Together with leaders and business managers, HR strives to foster an environment that empowers all employees as it is believed that such approach helps in creating a springboard for all employees to reach their full potential. In order to ensure proper uniformity and consistency, the HR department has established its HR structure that effectively partners with business and focusses on aspects of governance, compliance and risk management. Throughput the year the HR team along with employees implements various practices and initiatives mainly addressing the below ten dimensions:
Strategic HR alignment- Strategic HR alignment is the alignment of HR strategies with business strategies. Strategic HR activities also include managing change, people and business transformation. There are strategic projects driven by HR pertaining to major business decisions, adoption of new processes and technology, and cultural transformations.
Workforce planning , Comp and Benefit and Analytics – The workforce planning team is involved in activities pertaining to supply and demand of talent, forecasting & budgeting, compensation, benefit benchmarking, preparing HR MIS and using HRMS Technology to develop necessary analytics.
Talent Acquisition: This dimension includes activities pertaining to sourcing, selecting, recruiting, and onboarding. The talent acquisition uses best practices in selecting talent viz; conducting pschyomteric test, assessment centers for GM and above level based on competencies, conducting reference checks and background verification for all candidates across levels since our employees are deputed to work at various marquee clients. In addition talent acquisition runs special programmes like S.P.A.R.K (campus hires and interns), Springboard ( Middle management hiring from other industry to attract talent and groom future leaders). With regular walk in drives, and using employee and business manager referrals, Internal Job Positing, search firm, social media like Linked in, FB, Whatsapp and job portals, we are able to attract best talent across various industries.
Learning and Development - At SOTC, there is enormous emphasis and thrust for L&D, The L&D team focusses on employee training, coaching and mentoring of Employees. The trainings are done by internal and external facilitators and vary from product and process trainings, on the job trainings, induction, governance and compliance related trainings, customised behavioral, functional, managerial and leadership and competencies development Programmes like MDP, KMS, Innovation workshops, Empower & Alchemist in developing employees for future challenges & opportunities. Every employee has to attend average 6 mandays of training.
Ingenium - Talent management- The talent management programme called Ingenium helps in identifying talented employees and high performers through potential development centers to develop future talent and leadership pipeline.
Performance management- Performance management is extremely critical and our PMS system objectively evaluates employees based on their KRA’s and competencies. This helps in tracking, evaluating and improving performance, setting expectations and standards, providing feedback and coaching designing total rewards, incentives, rewards and recognition, skip level meetings. The online PMS tool acts as a perfect tool to measure organizational efficiency and effectiveness and career development.
Organizational Effectiveness – The organizational effectiveness function in alignment with L&D partners with business and HR business partners to design the right structure, culture, enhance knowledge management, develop people retention and specific OD intervention. Few of the programmes conducted under OE - employee engagement surveys ( Empower) which saw 99% participation and engagement score of 71 %, new joinees’ feedback ( Anubhav), exit interviews ( Samvaad), Happiness Audit similar to Stay Interviews, Buddy, Big Idea Competition etc. The engagement scores conducted by Aon and this year from Hay Consulting have been consistently increasing for last two years and that speaks volume about our HR practices.
Employee Engagement & Communication – Umang is the brand name for all engagement initiatives. Through this there are many fun activity, and several celebrations organized including focussed communications viz; MD’s forum, Champions Calls, Town Hall, Skip level meetings, Coffee with Leaders & Bandhaan ( staff connect programme) etc.
Rewards and Recognition: At SOTC, there is a greater emphasis on awards and recognition. Hence there are various awards instituted at companywide and even business and department level. The SOTC Fellowship Awards are the most sought after and the awards function are conducted similar to Oscars Award. There are other business awards like Star Awards, MICE Lions Awards, League of champions (where sales employees get a chance to travel across the globe), Support function awards and Applaud cards, Heroes etc.
HRSSC - This function caters to the traditional activities of HR, such as HRMS, administration of payroll, benefits, health and wellness plans, management of safety, grievances, incidents, and regulatory compliance.
Current open positions :
||TO – Finance
||. To prepare and maintain accounts up to audit level, including monthly management accounts, half and full year returns for the assigned branch / territory / region Monitor budgets, co-ordinate all department returns and prepare monthly management accounts
. Branch day to day accounting updating including cash book, bank, dealers outstanding, BRS , in all books of accounts should be update in system as per company policy and guidelines.
. Timely submission of MIS to corporate office.
. Responsible for Voucher Preparation & disbursement of payments in a timely & periodic manner as per the set policy
. Responsible for preparation of Debit Note and Credit Note
. Preparing daily outstanding Report.
. Debtor Management.
. Ensure 100% audit compliance
|Taxation (Direct & Indirect)
||HO - Finance
||. CA with minimum – 5yrs of post qualification experience into Taxation
. Understanding of GST laws
. Filling the returns , monthly tax payments
. Handling queries raised by the business from time to time
. Filing the annual returns
. Analysis of input tax credits and maximization thereof
|Executive Business Travel
||. Graduates or Undergraduates with 2 - 8 years of experience in the below;
. International and Domestic Ticketing
. Hotel Reservation
. Visa Documentation and Processing
. Prior experience as an implant will be an added advantage
. Knowledge in Amadeus / Gal / Sabre will be preferred
Interested candidates may send across their resumes to firstname.lastname@example.org.