As a Business HR, the incumbent will be responsible for drive execution of HR strategies & plans, policies and processes related to recruitment, employee relations, learning & development and talent management ; drive operational efficiencies related to productivity, people policies & practices, employee engagement and regional HR issues to improve business outcome. Work to institutionalize processes outlined by policies and drive ownership within employee groups.
Education: Post-Graduate in HR / OD is a Must (2-year full-time program)
Experience: 4+ years post qualification experience in BU HR role
AREAS OF RESPONSIBILITY (Key Activities)
1. Change Management
Play a key role in ensuring projects (change initiatives) meet objectives on time and on budget by increasing employee adoption and usage. This person will focus on the people side of change, including changes to business processes, systems and technology, job roles and organisation structures. The primary responsibility will be driving change management strategies and plans that maximise employee adoption and usage and minimize resistance. Will work to drive faster adoption, higher ultimate utilization of and proficiency with the changes that impact employees.
2. Planning & Budgeting
Prepare HR key imperatives for the year covering individual plans for relevant HR processes basis historical data, business requirements and priorities; Provide inputs on policy changes required within business line to Corporate HR; Review and study metrics received on various factors like employee engagement, attrition, headcounts, vendor costs, investments required in employees etc; Review and provide inputs for the corporate budget and HR budget based on the above metrics, key business imperatives and market realities; Track and review the scores across various metrics; Review the finalization of budget and seek approvals; Track adherence to budget and take corrective actions in case of deviations
3. Talent Acquisition
Participate in forecasting of manpower requirements for the year and per quarter based on business needs, projected attrition and expected location movements; Liaise with business to ensure that manpower is in line with pyramid structure; Provide inputs into recruitment plan development including fresher to lateral hire mix, channels to be used etc.; Interview candidates for positions and assess candidate fitment into role and organization; Review the weekly reports and seek inputs in case of major abnormalities; Resolve recruitment related escalated issues
4. Compensation & Benefits
Provide inputs to the Corporate Compensation team to draft compensation and benefits strategy & budget; Recommend changes to the strategy keeping in mind business and market conditions; Drive the development & execution of the variable pay plan in the BU; Drive execution of corporate norms; Supervise team in meeting all compliance requirements; Monitor corrective actions on compliance as required
5. Performance Management
Institutionalise PMS framework within business lines and support completion; Trouble shoot on normalization; Monitor to ensure that promotions are in line with defined policies; Liaise with segment heads to drive closure; Get involved in normalization if it not in line with corporate guidelines
6. Employee Engagement / Productivity Measurement
Track effectiveness of initiatives undertaken. Track and monitor performance/ productivity measures of employees; Plan and drive implementation of initiatives based on scores; Track effectiveness of initiatives undertaken
7. Talent Management
Develop and execute an effective talent management plan in line with key imperatives & long-term strategy of the business that caters to present and future requirements of talent in the business. Advise leaders and managers on critical talent management and retention to continuously enhance the organization profile. Collaborate with Managers to create and offer career opportunities that supports meritocracy & organization design principles of the organization.
Desirable Capabilities and Experience:
- Should have led or been part of Organizational Development/Change Management projects earlier
- Strong communication and presentation skills
- Be a consultant & trusted advisor to business leaders using deep knowledge of HR functional areas
- Adept at using HR technologies and tools for data analytics and solutioning
- Understanding of business flow and ability to work closely with critical Business Stakeholders
- Ability to learn in a mature but complex organization with varied People Policies & Practices
- Self-sufficient, capable of identifying key issues and priorities and focusing on these to deliver required results with minimal direction and supervision.
- Able to identify problems and significantly improve, change or adapt existing methods and techniques
- Experience in other geographies besides India in any HR discipline is desirable.