Job Description

Job Reference
* JR00102816



Job Summary
* Unit Manager - Human Resources/Senior Unit Manager - Human Resources


Job Purpose
"This position is open with Bajaj finance limited" Support allocated verticals by acting as an advisory partner to business teams in providing end to end Talent Acquisition support along with the team. Partner with business to plan and execute HR AOP projects for Payments and Business specific initiatives to ensure effective HR support


Job Duties & Key Responsibilities
* Duties and Responsibilities - Recruitment Quality of Hire and tracking \xe2\x80\xa2 Analyze manpower requirements based on approved AOP expansion plans and replacement hiring \xe2\x80\xa2 Work closely with business to develop annual manpower plan understand the impact on P&L from Compensation & Benefits perspective and support in fine tuning of overall AOP plans; \xe2\x80\xa2 Streamline and add value to the communications with business \xe2\x80\xa2 Develop hiring plans basis capacity planning - stretch factor (workload per person) in line with business requirements \xe2\x80\xa2 Manage rate of hiring vs attrition to ensure sufficient manpower at all times to fulfill business needs (optimize for opportunity cost) \xe2\x80\xa2 Ensures adherence of self and team to relevant Straw profiles when screening candidates for different business verticals \xe2\x80\xa2 Tracks and gets the team to update metrics and trackers wrt quality of hires new joiner attrition. Offer drop out ratios consultant penetration etc.; Escalates to supervisor for timely resolution (Metrics / TAT/ SLA breach) \xe2\x80\xa2 Ensuring consultant invoices are processed within TAT \xe2\x80\xa2 Ensure effective use of all sourcing channels to ensure hiring TATs are adhered to by the team \xe2\x80\xa2 Assist team in resolving challenges faced in hiring \xe2\x80\xa2 Compartmentalize requirements based on the level of hiring and the TAT \xe2\x80\xa2 Handle escalations if any by business related to hiring \xe2\x80\xa2 Track and Publish Hiring Status to business on a regular basis along with hiring insights and inferences \xe2\x80\xa2 Draw out action plans to ensure effective hiring plan for business Pre & Post Onboarding candidate engagement \xe2\x80\xa2 Ensure that the team engages with the candidate prior to onboarding \xe2\x80\xa2 Execute the pre joining engagement plan and keep track of drop out ratio and joining success \xe2\x80\xa2 Ensures that the joined candidates are following the OJT plan support wherever necessary Stakeholder Management (Partnering with businesses) \xe2\x80\xa2 Engage with business heads to understand business requirements and identify key agenda items to be addressed with a monthly/ quarterly focus (such as manpower planning hiring strategies attrition management any central initiatives to be driven etc.); \xe2\x80\xa2 Participate in the MD business review and Business Head reviews to gain understanding of business numbers progress against objectives future plans and initiatives being run at business level to extract implications for people plans \xe2\x80\xa2 Develop and execute initiatives/ projects/ frameworks to address both business and HR priorities for the month/ quarter including medium construct content etc. (e.g. design of pan India communication framework for addressing business and people priorities) \xe2\x80\xa2 Guide team in preparation of detailed activity charter for initiatives to be run and track the progress in alignment with business needs \xe2\x80\xa2 Timely reporting of people data and initiatives covering Headcount Analysis Attrition snapshot Manpower planning on budget vs actual etc.
* Duties and Responsibilities - Strategic HR projects and business initiatives \xe2\x80\xa2 Ensure AOP HR Projects planned for business are executed as planned \xe2\x80\xa2 Responsible to launch implement and monitor the HR AOP projects planned for Payments Business \xe2\x80\xa2 Regular tracking and publishing reports show casing the impact and success metrics of the projects \xe2\x80\xa2 Conduct research on current business realities pain points of businesses what\xe2\x80\x99s working/ not working etc. and brainstorm on themes to proactively enhance efficiency of HR \xe2\x80\xa2 Plan for Business specific initiatives basis pulse and branch visit feedbacks \xe2\x80\xa2 Responsible to launch implement and monitor the business initiatives planned for Payments Business \xe2\x80\xa2 Connect with stakeholders to garner feedback on the AOP projects as well as business initiatives and improvise basis the feedback received \xe2\x80\xa2 Discuss/ exchange ideas and best practices on people challenges/ initiatives with other HR partners; Observe and be prepared to recognize and react to early warning signals \xe2\x80\xa2 Participate in larger HR discussions in the organization discuss challenges faced by the business and share updates on actionables taken by own team Team development \xe2\x80\xa2 Establish individual performance expectations and evaluation metrics and regularly review individual performance \xe2\x80\xa2 Effectively engage team and provide guidance/ support for professional development of team members to ensure productivity enhancement \xe2\x80\xa2 Review own team\xe2\x80\x99s performance on bi-weekly basis and provide support in resolving challenges faced if any Vendor Management \xe2\x80\xa2 Manage external partners and drive them to deliver as needed \xe2\x80\xa2 Engage on a regular basis with external partners to review and plan for quality hiring 4. MAJOR CHALLENGES ; \xef\x82\xa7 Managing time and expectations with stakeholders \xef\x82\xa7 Drawing inferences basis understanding of business dynamics and impacting factors/ parameters and seeking alignment with concerned stakeholders \xef\x82\xa7 Fulfilling niche skill manpower requirements within TAT 5. DECISIONS: Following decisions are taken by the role: \xef\x82\xa7 Identifying key improvement areas in HR deliverables basis business needs in order to ensure consistent and effective HR partnering to business \xef\x82\xa7 Recommendation of HR projects in the areas of Talent acquisition employee engagement retention training etc \xef\x82\xa7 Decisions relating to employee life cycle such as IJP postings onboarding etc. \xef\x82\xa7 Management of manpower budget within overall AOP \xef\x82\xa7 Achieving right balance between Cost management and right manpower planning and deployment \xef\x82\xa7 Salary Negotiation \xef\x82\xa7 Recruitment related Operational Decision Making