Job Description

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Business Partnering

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  Engage with the leadership to understand key business priorities and objectives to drive the people agenda for aligned functions
  Keep a track of approved manpower as per AOP sanctions and manage deviations if any
  Review current productivity levels/ trends and act as advisory for own functions on increasing productivity
  Partner with the business on policies and processes related to New Hires, Terminations and other employee changes
  Maintain high visibility with leaders at HO for own functions and be their first point of contact for HR- related concerns
  Anticipate HR issues / concerns by engaging with various stakeholders across the business and take focused action in mitigating the risks involved
  Work closely with HR COEs to implement HR agenda in respective businesses, also provide feedback on HR processes and practices to COEs to ensure initiatives are successful and in line with business goals
  Collaborate with L&D to help capture learning needs to organize training sessions as appropriate in developing skills to manage human resources more effectively through coaching, instruction and training
  Review and analyze metrics including data on attrition, retention and productivity and communication the same to business leaders
  Act as Advisory to respective Business Functions for restructuring, manpower planning, assisting TA team in recruitment of right talent at an optimized cost for L2 level fitments and redeployment of resources
  Participate in regular business meetings with National and Vertical Heads to understand Talent/ engagement/ performance concerns with respect to existing employees
  Redeployment activities \xe2\x80\x93 finding appropriate positions for redeployment, coordination with TA team and line, convince line managers to take them, present the employee case for the role to the manager
  Develop effective partnership with employees, managers, leaders and ensure positive work environment by enhancing business performance through efficient business partnering.
  Identifying the pain areas of the vertical and devise interventions around it e.g. new joiner attrition
  Incentive analysis \xe2\x80\x93 Understand if the scheme is benefiting the business and employee, are pay-outs as per the scheme

Onboarding & New Joiner experience

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  Onboard L2 and above HO new joiners and track the 30, 60 and 90 day feedback of new joiners and devise interventions around the feedback
  Engage with respective new joiners periodically to gauge their personal aspirations / goals as well as take stock of issues / concerns
  Step in to resolve escalations and ensure smooth onboarding of the employee for own function at HO
  Assist team in ET & MT induction post deployment and ensuring role suitability specifically resources deployed to HO

Employee Engagement

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  Driving the ESS survey for own functions while ensuring maximum participation and draw action planning post survey results based on FGD
  Communicate ES scores to the leaders at HO and include them in the action planning post survey
  Ensure adherence and deployment of the R & R framework and promote a culture of recognition for the function
  Investigate complaints brought forward by employees and assist in resolving the same
  Enable managers & leaders with proactive solutions to address people challenges and foster positive work environment
  Evaluate potential employee challenges and address proactively to enhance employee satisfaction.
  Connects with employees \xe2\x80\x93 understand what\xe2\x80\x99s happening on the ground and lend support wherever necessary
  Drive and oversee function level developmental initiatives through L&D team by providing required support and information on functions

Execution of HR Processes

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  Drive vertical and function level calibrations for the performance management cycle to successful closure for the Zone/functions by ensuring managers and employees are aligned on Goal setting, timelines, systems and processes
  Conduct goal-setting verification and audits to ensure that the goals are aligned with the business priorities (both horizontally and vertically)
  
  At the vertical and function level ensure that the performance ratings are fair and within the bell curve
  Implementing new processes and taking feedback from the zonal HRBPs to further enhance the processes
  Get involved in redressal of employee grievances

Change Management

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  Lead the change management - for changes that have any people implications
  Implementation any kind of change \xe2\x80\x93 automation of people processes, trainings, hiring policies, performance norms, employee onboarding etc.
  Assist the COE team in communication of any changes in implementation of certain HR processes for respective functions
  Assist leaders in communication of change within the functions and ensure that information is cascaded from the top to the teams below
  Responsible for cascading the functional strategy through periodic communication plan

Employee Relations

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  Provide advice to business managers on HR issues and people decisions; guide business managers on handling complex disciplinary, grievance and tribunal actions
  Oversee and manage employee lifecycle for all employees in the business from onboarding, job rotations, learning and development to exit management; engage with respective employees periodically to gauge their personal aspirations / goals as well as take stock of issues / concerns
  Coordinate with various other enabling functions such as Legal, Finance, IT to resolve employee issues

Department :

HO


Open Positions :

1


Skills Required :

HRBP, Employee Engagement, Grievance Management, Performance Management, Onboarding


Location :

HO


Posted On :

23-Aug-2023


Designation :

Function Lead HRBP - CTO & CFO Functions