Job Description

OB DESCRIPTION POSITION DETAILS POSITION TITLE HR Business Partner LOCATION Mumbai FUNCTION Human Resources SUB-FUNCTION Human Resources POSITION PURPOSE Provide best-in-class HR experience to all internal customers i.e. employees for the assigned functions / businesses through execution of all HR practices and policies, and partner with the business to aid in achievement of organizational objectives POSITION SPECIFICATION Education MBA in HR Experience 8+ years of experience WITHIN THE ORGANIZATION OUTSIDE THE ORGANIZATION IT team Business teams Finance team HR Consultants TECHNICAL COMPETENCIES BEHAVIORAL COMPETENCIES Understanding of the business Knowledge of employee laws Knowledge of evolving HR practices Understanding of HR IT systems Understanding of HR concepts Execution excellence Impactful communication Stakeholder management Innovation AREAS OF RESPONSIBILITY # AREA KEY ACTIVITIES KEY METRICS 1 Human Resource planning Liaise with the business/ function heads and understand business plan for the year and its impact on the organization structure, role and skill requirements Draft action plans to support the business objectives and identify the manpower and skill requirements for each team and submit it to central manpower planning team Create detailed month wise plans to meet manpower requirements in sync with the business requirements post approval of overall plan Support launch of new channel/ business line by evaluating the human resources requirements (basis type of content, original programming hours, etc.), map the available market for talent and then propose action plan to ensure achievement of objectives Manpower cost Adherence to manpower budget Alignment with business objectives 2 Performance management system Oversee the conduct of all facets of PMS process- goal setting, mid-term review and final evaluation as per the decided timelines Conduct discussions with managers and ensure adherence to the bell curve requirements as per the performance management policy Facilitate discussions of low performers with their managers and ensure creation of performance improvement plan Track achievement and take appropriate action in case of no visible increase in performance level Work with managers and identify the learning needs of the employees and co-ordinate with the L&D team to provide appropriate learning intervention Collaborate with the business heads and create customized programs for identified learning needs, basis the requirement Drive the increment process in the business by reviewing the approved increment matrix, and ensure adherence to the same except in case where salary corrections are required Liaise with business heads, discuss and evaluate all promotion cases and identify scope of role enlargement/ enrichment as applicable Adherence to timelines Effectiveness of feedback process Fulfillment of learning needs 3 Managing employee lifecycle Address all employee grievances and work with all stakeholders to ensure fair resolution of the issue Address all employee queries and provide help/ support within decided timelines Provide employee related data to Sr. Management depending on requirement Turnaround time for resolution of employee query 4 Driving improvements Identify scope of improvement in HR processes/ policies and liaise with required teams to execute the same Participate in Leadership initiated organization wide projects depending upon requirement and provide inputs/ execute plans to ensure achievement of desired objectives Project timelines Project effectiveness 5 Employee engagement Drive the employee engagement survey and ensure maximum coverage Analyze survey results for the functions / businesses handled, identify concern areas, liaise with business heads and draft action plans to mitigate the concerns Employee satisfaction score Engagement initiatives rolled out Job Requirement

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