Understand Business/Function Drivers & Stakeholder Management | - Understand the drivers of various functions of ABFRL Corporate and the factors that determine its success
- Provide Customized solution to each Function’s requirement like Legal, Sustainability, Finance, Controllership, HR, Company Secretary, Strategy, etc
- Be part of team meetings and review processes to understand the business/function impact on people issues
- Advise the Function Heads on People related issues
- Support the Business/function to accomplish their goals by defining HR strategies
- Develop and implement organizational design and other transformation initiatives to support the Business projects
- Conflict management, strong decision-making & problem-solving
- Ensure that people policies are reflective of our employee brand and value proposition
- Engage employees periodically in different activities to motivate.
- Provides direction and support to employees in HR procedures and through the employee life cycle
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HR Business Partnering for driving & implementing HR Processes | - Drive organization HR processes like PMS, VIBES, ACR, Potential Assessments, MYCR, promotion cycles etc in various functions
- Create awareness within the functions around various HR processes doing sessions around process understanding and any Policy changes implementations
- Analyse the outcomes of various HR process run in different Functions and support Function heads to moderate the same as required
- Exhibit strong decision-making skills with a deep understanding of employee relationships, staffing management and training
- Lead orientations and induction for new joiners.
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HRBP - On-boarding | - Help the Business identify manpower requirement both in terms of numbers and profile
- Help new joinees with their induction plan
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HRBP -Compensation & Benefits | - Driving ACR with all function heads
- Increments of JB6-11 to be managed within budget
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HRBP - Talent Management & Development | - % age Attrition (top talent) to be monitored closely
- Talent profile completion
- Employees’ development needs to be identified and relevant trainings as per their planned MDPs to be administered
- 60% completion of all MDP/Identified need
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HRBP - Performance Management | - Ensure all Group/Business HR process are driven within timelines
- Ensure all unique roles have standard goals and Goal audit is done across brands/functions
- Ensure development processes like PIP, PREP, etc are being carried out and build culture by identifying the drivers in respective teams that facilitate and hinder in employee performance
- PIP process for all PDP rated employees
- PREP - for early non-performance
- 80% managers covered Managerial Coaching sessions
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HRBP - Organizational Culture & Effectiveness | - Developing and implementing programs and activities aimed at improving employee engagement.
- No-agenda team connect
- Timely response and support to employees
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HRBP - Organization Design, Manpower planning | - Restructuring initiatives – initiation & closure to adapt to business vision & plan
- 100% eligible roles to be evaluated as per timelines
- Ensure that all the employees have updated JD and these are updated in Poornata.
- Make the BJEC, UJEC Calendar and ensure these are conducted as per the plan.
- Work on the JAE scores and org structures with CoE
- Ensure all Org Structures of all functions are up to date and well maintained
- Manpower planning & Budgeting is run with rigour in partnership with function Heads
- Succession Planning for all roles
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HRBP - Culture building | - Identify the drivers in respective teams that facilitate and hinder in employee performance
- Support the function / brand head to develop a conducive environment in the team
- Drive the ABG values in the team and ensure that value champions are identified
- Ensure a strong communication network within the team and with the larger organization
- Identify interventions necessary for the team and support the OD team in designing and delivering the same
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Leading recruitment for International Brands Corporate | - Develop a sustainable talent acquisition and hiring strategies for BU
- Design, plan and execute selection processes (conduct interviews and screening calls, administer psychometric & Aptitude tests, Reference checks, etc.)
- Manage and drive the lateral recruitment processes and ensure recruitment closures within timelines, in line with business requirements
- Explore alternate sources for hiring to bring cost optimization
- Define policies related to talent acquisition and manage communication to employees
- Manage the succession planning initiatives and ensure strong and ready pipeline
- Build and maintain manpower budget data for supporting organizational decisions
- Lead, oversee and supervise the recruiter/s
- Empaneling of new Recruitment partners – Onboarding / Agreements
- Forecast quarterly and annual hiring needs by department
- To supporting ABFRL Corporate on recruitment needs timely by reducing the turnaround time from JRF posting to Date of joining
- Determining selection criteria, hiring profiles, and job requirements for vacant positions.
- Managing hiring processes via electronic Applicant Tracking Systems.
- Accountable for recruitment process by identifying candidates, conducting reference checks and issuing employment contracts.
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Team Management | - Training & Development of team members for skills & knowledge upgradation
- Provide strong guidance to team and develop capabilities in team members
- Weekly Review and Audit of processes with team for seamless delivery on this process
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