Address- Managing Regional HR function in the organization:
- Independently managing the hiring for OHC (BD and mid/senior level Service delivery) & Corporate office roles
- Independently manage the HR Business Partnering for corporate office
- Leading the overall HRBP team of OHC & retail to ensure effective service to business- from hire to retire.
Direct reports: 4-5; role reports to: TA&HRBP Lead
Key Accountabilities:
Driving efficiency in hiring:
- Develop & implement innovative & efficient sourcing strategies to enable mass frontline hiring through tech platforms, hiring vendors, frontline aggregator hiring vendors, portals, databases, etc. in order to the support the aggressive business ramp up. Key role is to drive cost efficiencies whilst maintaining quality.
- Implement effective sourcing strategies for mid-senior hiring in Corporate, BD and Service delivery including campus programs for key roles.
- Establishing Process & staffing cycles as per demand, seasonality, availability, search & competitive activity. Key role will be to achieve staffing levels at all times as per approved manpower plans.
- Ensuring effective recruitment and on boarding process for superior employee experience.
Driving operational efficiencies & Productivity:
- Develop and lead the manpower planning and budgeting process with business leaders Design & develop manpower models to improve productivity, meet the seasonal/ daily demands of the business while driving costs down. This will include fixed & variable labour cost, supervisory cost etc.
- Design and implement key SOPs for recruitment, induction, Probation, PIP, exit etc. Develop differentiated labour models which address the peak / seasonal demands of the business through a more agile workforce
- HRIS implementation for key people processes especially recruitment, on boarding and exits.
- People Strategy: Work with operations / functions business leaders to identify and drive business unit/ functional priorities. Motivate and energize field teams and thereby reduce attrition through effective retention practices, rolling out recognition programs, fun at work strategy etc. Support Capability Building initiatives at ground level along with med ops team.
- Business Partnering: Drive end to end people strategy for the Corporate Office and other businesses Works with key business leaders to help them drive the right leadership behaviours & be HS cultural anchor Partner with HR ops team to ensure seamless joining, payroll management and exits. Provide performance management guidance to line management (e.g., coaching, counselling, , disciplinary actions) Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Manages and resolves complex employee relations issues in corporate office. Enable the HRBPs to manage end-to-end employee lifecycle within their verticals. Be the second level solution point for all people matters/issues in their verticals. Handle any other special HR projects that maybe assigned by Head HR from time to time.
Qualifications, Experience & Skills:
- Preferred Qualifications: Master's degree, in Human Resources or equivalent from a good b-school Minimum relevant experience of 12-15 years Preferably with experience in healthcare industry. Knowledge of compliances and labour law would be added advantage. Experience in implementing HRIS, a big plus
- Key Skills and Abilities: Leadership skill along with team handling experience Good communication and relationship skills across levels Solution orientation with a "will do" attitude Data based approach to decision making Proactive and big picture thinking Ownership with a bias for action. Initiator with out of box ideation ability Persistence to make things happen Resilience in face of rapid change/ambiguity Tech savvy- systems knowledge, good command over MS office.
Industry : Management Consulting
Employment Type : Full-time
