Job Description

Job Reference
* JR00102884



Job Summary
* Senior Head - Human Resources


Job Purpose
\xe2\x80\x9cThis position is open with Bajaj Finance ltd.\xe2\x80\x9d Act as a partner to business/ function heads and manage the implementation of HR strategy across various departments by ensuring availability of talent, HR partner management, reducing attrition and other HR related aspects aimed to enable business growth. Also responsible for crafting and leading the design of learning interventions for business through Functional Schools in the organization.


Job Duties & Key Responsibilities
* Duties and Responsibilities - 1. HR Partnering \xef\x82\xa7 Be responsible for employee experience across the hire to retire employee life cycle by acting as the layer between various other teams of HR (HR Ops CoE and L&D) and businesses. \xef\x82\xa7 Analyze human capital metrics to anticipate and identify trends and needs within the business and translate these into relevant HR deliverables managing their deployment into the business. \xef\x82\xa7 Conceptualize new policies and procedures or facilitate creation of new policies advise changes to existing & new programs to ensure employee experiences that improve engagement scores and productivity of employees. \xef\x82\xa7 Participate in critical business reviews with MD and Deputy CEOs to lead discussions on people agenda which directly or indirectly impact employees and businesses alike. \xef\x82\xa7 Lead Capability building exercises for the HR Function through close engagement with PMO team and the IT Team to improve operational efficiency of the team and enhance employee experience at the front-end. \xef\x82\xa7 Review advanced analytics on attrition analyze and identify approaches to control attrition rates for both frontline and staff roles incorporating the expected growth/ shrinkage of business and advise business heads \xef\x82\xa7 Oversee post survey action planning and execution of engagement activities across businesses with the overall aim of improving retention. \xef\x82\xa7 Advise and consult business heads on learnings and best practices from other businesses \xef\x82\xa7 Work with talent acquisition operations IT and Admin team to ensure timely resolution of escalated issues related to provision of adequate IT resources for new joiners and administration of buy your own device policy 2. Stakeholder Management \xef\x82\xa7 Be a trusted advisor to the senior leadership of the company on all matters related to people. \xef\x82\xa7 Work closely with the Senior Management Team (SMT) to understand their pulse challenges developmental needs and opportunities and leverage existing internal systems and processes to help solve for it. \xef\x82\xa7 Consult and lead closure of immediate and sudden business priorities anticipate and remove roadblocks for smooth execution. 3. Learning and Development (Functional Schools) \xe2\x80\xa2 Be responsible for the making employees more productive \xe2\x80\xa2 Influence Senior Business Stakeholders in gaining their sponsorship on developmental initiatives and then seeking their support in driving these initiatives to closure \xe2\x80\xa2 Closely work with the Functional Schools Lead to conceptualize plan and develop the learning interventions for the company. \xe2\x80\xa2 Understand the pulse of the business and thread that into learning initiatives thereby ensuring hiring employee productivity and business AOP achievement. \xe2\x80\xa2 Be the custodian and an anchor for supporting business transition smoothly in a constantly changing environment within BFL by leveraging HR processes and learning interventions.
* Duties and Responsibilities - \xe2\x80\xa2 Continually work with the team to build their capabilities capacities and processes for smooth and sustainable deployment / implementation of small / mid / large scale initiatives. \xe2\x80\xa2 Plan and devise strategies for effective consumption of Digital Content library via internal company LMS and content aggregating partners. 1. HR Partnering \xef\x82\xa7 Be responsible for employee experience across the hire to retire employee life cycle by acting as the layer between various other teams of HR (HR Ops CoE and L&D) and businesses. \xef\x82\xa7 Analyze human capital metrics to anticipate and identify trends and needs within the business and translate these into relevant HR deliverables managing their deployment into the business. \xef\x82\xa7 Conceptualize new policies and procedures or facilitate creation of new policies advise changes to existing & new programs to ensure employee experiences that improve engagement scores and productivity of employees. \xef\x82\xa7 Participate in critical business reviews with MD and Deputy CEOs to lead discussions on people agenda which directly or indirectly impact employees and businesses alike. \xef\x82\xa7 Lead Capability building exercises for the HR Function through close engagement with PMO team and the IT Team to improve operational efficiency of the team and enhance employee experience at the front-end. \xef\x82\xa7 Review advanced analytics on attrition analyze and identify approaches to control attrition rates for both frontline and staff roles incorporating the expected growth/ shrinkage of business and advise business heads \xef\x82\xa7 Oversee post survey action planning and execution of engagement activities across businesses with the overall aim of improving retention. \xef\x82\xa7 Advise and consult business heads on learnings and best practices from other businesses \xef\x82\xa7 Work with talent acquisition operations IT and Admin team to ensure timely resolution of escalated issues related to provision of adequate IT resources for new joiners and administration of buy your own device policy 2. Stakeholder Management \xef\x82\xa7 Be a trusted advisor to the senior leadership of the company on all matters related to people. \xef\x82\xa7 Work closely with the Senior Management Team (SMT) to understand their pulse challenges developmental needs and opportunities and leverage existing internal systems and processes to help solve for it. \xef\x82\xa7 Consult and lead closure of immediate and sudden business priorities anticipate and remove roadblocks for smooth execution. 3. Learning and Development (Functional Schools) \xe2\x80\xa2 Be responsible for the making employees more productive \xe2\x80\xa2 Influence Senior Business Stakeholders in gaining their sponsorship on developmental initiatives and then seeking their support in driving these initiatives to closure \xe2\x80\xa2 Closely work with the Functional Schools Lead to conceptualize plan and develop the learning interventions for the company. \xe2\x80\xa2 Understand the pulse of the business and thread that into learning initiatives thereby ensuring hiring employee
* Major Challenges - \xef\x82\xa7 Plan despite high business volatility diversity growth and geographical spread \xef\x82\xa7 Multiple issues and escalations arise simultaneously and require time making prioritization a struggle \xef\x82\xa7 Very volatile business environment where business needs and decisions change very fast
* Key Decisions / Dimensions - 5. DECISIONS (Key decisions taken by job holder at his/her end) Decisions made by job holder Following decisions are taken by the role: \xef\x82\xa7 Selecting the most optimal approaches that boost productivity engagement retention and hiring efficiency \xef\x82\xa7 Approval on people related decisions that do not conform to policies and procedures or are without precedent \xef\x82\xa7 Approving new programs and policy changes that impact employees before implementation. \xef\x82\xa7 Approval on people related deviations/exceptions such as transfers extension of break hiring IJP and auto-promotions \xef\x82\xa7 Budget approvals for business specific engagement activities DIMENSIONS (Key numerical data which will reflect the scope and scale of activities concerning this job) Financial Dimensions (These should be quantifiable numerical amounts) \xef\x82\xa7 Total Operating Budget \xe2\x80\x93 Approx. INR 20 crores Other Dimensions (Significant volume dimensions associated with the job) \xef\x82\xa7 Total Team Size: 90 nos. \xef\x82\xa7 Number of Direct Reports: 7




Required Qualifications and Experience
* Qualifications \xef\x82\xa7 Master\xe2\x80\x99s in business administration \xef\x82\xa7 15+ years\xe2\x80\x99 experience working as HR Generalist and ideally with an exposure to L&D for 4-5 years \xef\x82\xa7 Proven leadership success, particularly related to leading change, influencing organisational leaders, and implement new initiatives \xef\x82\xa7 Strong and proven senior stakeholder management skills \xef\x82\xa7 A self-starter willing to immediately dive-in to put processes in place and drive projects forward \xef\x82\xa7 Demonstrate agility in a constantly changing environment and ability to cultivate strong relationships \xef\x82\xa7 Having a solution-oriented mindset and ability to work in a highly project-oriented environment \xef\x82\xa7 Ability to lead multi-layered large teams in a complex environment.