Job Purpose

The incumbent leading the HR relationship management for allocated Business Function, is expected to support and deliver effective people-based solutions and services across businesses. In addition, there are various projects cutting across domains, business and geography.

Key Accountabilities

Work closely with the assigned business as a trusted advisor and drive the people agenda.
Driving continuous employee connect and employee engagement.
Drive the employee experience and adoption of all the HR products in true spirit.
Drive Performance, Productivity and holistic engagement of the employees.

Job Duties & responsibilities

Support business leaders on holistic HR aspects
Play the role of an advisor with stakeholders through the provision of high-quality guidance and support in developing and progressing people management solutions to achieve business / function objective.
Responsible for managing the key HR matrices (Attrition, Performance Management, HIPO, Compensation, Emp Life Cycle Events, Spans & Layers etc).
Reviewing and analysing business specific data to identify trends & recommend solutions to business leaders.
Coach, support, mentor and challenge line managers in the application of HR policies and practices, provide advice and guidance on complex HR issues.
Performance management & productivity enhancement including PIP (Performance Improvement Plan) management.
Ensure that there is continuous feedback from managers including process management for key HR processes.
Manage talent management activities for the business / function.
Extensive interaction with CoE (Rewards, TAG, OD, TM, HRSS, etc) to drive the HR agenda for the business / function.
Manage the Year End compensation process along with Sr HRRM's
Keep a close watch on the ER processes, ensure awareness at employee level for all key guidelines. Support the ER time in timely closure of all DA related aspects.
Support business / function for My Voice action planning, co-own the engagement scores and ensure that the survey feedback is actioned upon.
Partner in the compensation budget process for the year
Drive employee engagement for the business / function
Manage employee grievances and investigations at a ground level and integrate them within the ER framework and grievance redressal process of DBIL.
Act as a change agent to the business, designs processes and approaches which prepares employees for ongoing change & transformation.

Required Experience

5-9 years of experience in an HR generalist role
Hands-on experience in some of the core domains in HR
Ability to think structured and solution orientation.
HR Planning, forecasting & execution

Education / Preferred Qualifications

MBA in HR or equivalence would be preferred

Core Competencies

Strong Interpersonal & communication skills
Strong stakeholder management and influencing without authority
Adhere to all business process and systems

Associate/Sr.Associate, Generalist, HR Relationship Management

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