Talent Acquisition | - Define and put in place effective recruitment processes for staffing of all positions.
- Review and plan manpower needs with Sales Functional Heads.
- Understand productivity trends and align manpower requirements accordingly.
- Define quality parameters through analytical methods for various levels of manpower intake (front line and supervisory).
- Strategies and ensure execution of talent infusion models for front line and supervisory roles.
- Review on a regular basis to ensure that hiring for all the positions are happening within TAT so that business doesn't suffer because of manpower shortage.
- Evolve newer and more cost-effective methods of mass hiring to reduce dependence on consultants
- Identify hiring tools, evaluation processes, recruitmentSLA's as per HR policy at all levels to ensure standardization across.
- Develop hiring skills and capabilities of managers as well as HR recruiters.
- Facilitates pre-joining candidate engagement for Zone prospective hires as per process guidelines
- Periodically monitoring quality of hires at all levels and accordingly modify the recruitment architecture & processes.
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Define and drive robust processes to increase employee retention at branches / regions / zones | - Create an effective Employee Engagement framework & ensure activities are carried out from time to time as per the calendar set.
- Work along with business teams to define action plans based on exit trends and analysis.
- Ensure Retention initiatives are driven to achieve attrition % at defined levels to ensure better productivity and cost efficiencies. .
- Drive development & implementation of effective analytics of Sales HR on headcount, budget, employee relations, and branch visit infm & exits.
- Drive various analytics based interventions across various sales channels to ensure effective retention.
- Drive implementation of actionable based on OHS findings as per organizational plan across regions & zones.
- Build platform and processes for employees to voice their grievances and to ensure timely resolution.
- Works closely with the business teams to ensure maximum participation in the employee engagement surveys.
- Plans & manage employee engagement programs, calendar events, business connects, leadership & HR connects/ town halls, R&R and HR communications based on Corporate EE team roll outs
- Conducts investigations independently on specific employee issues and brings them to closure in collaboration with relevant stakeholder and by following the appropriate procedures
- Partners with Head- HR and Compliance on sensitive or complex employee situations that may have potentially broader risk exposure
- Works with line managers and employees to address all types of employee relations issues ensuring a balance in representing all parties interests
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Administration of Employee Lifecycle Processes & Policies | - Facilitate the timely and quality focused roll out and execution of all employee life cycle processes across business functions in keeping with the HR philosophy
- Ensure consistent understanding, adoption of and adherence to HR policies across functions and verticals
- Work in conjunction with business leaders to address cases of deviation from HR policies
- Ensure Compliance with various legislations viz. Labour legislations as per Statutory norms, Professional Tax regulations, Provident Fund regulations, Compliance with the Minimum wages act.
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Attrition & Performance management | - Partner with Circle/Zonal Heads/Area Head to proactively work on the employee and prevent attrition
- Analyze attrition trend and identify key factors contributing to the attrition numbers and have planned initiatives to reduce the same
- To guide and manage the overall attrition and ensure strategies for retention are implemented in all functions and locations
- Be alert on industry/ competition initiatives that may have an impact on attrition and take preventive measures
- Ensure execution of structured exit-interviews by RHRs and ascertain that the same is recorded as per set process If required, share findings with respective stake-holders and work on corrective measures to control future attrition
- Plans, manages and provides support to the Corporate Performance Management Team for the leadership review process and the strategic objectives therein. This includes both annual and mid-year processes which focus on performance management and talent development
- Provides advice and counsel on performance management issues.
- Partners with sales heads to address performance gaps and facilitates discussions or set up a process to take appropriate action.
- Guides Managers on all aspects of performance management including feedback reviews and performance coaching.
- Assists managers in utilizing Corporate driven rewards programs to motivate and recognize teams for their contribution.
- Partners in the Zonal roll out and implementation of the Annual Performance and Pay cycle programs by providing managerial education & consultation on specific situations and program tool support
- Provides compensation support including salary planning, approval of salary actions, promotions and job re-leveling
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L&D and Talent Management Operations | - Conducts/ Facilitates specific training interventions related to Communication, HR Process updates, HR policy refreshers, Soft Skills and Team Management etc.
- Partner with managers to retain, develop and motivate people to achieve their fullest potential.
- Partners with business on workforce planning, succession planning, and skills assessment
- Assesses the Line of business's HR training needs and conducts one on one counseling sessions or facilitates group training sessions as appropriate
- Provides inputs on competencies & development tools for managers and employees.
- Facilitates career management programs at a Zonal level in collaboration with business mangers
- Works with the Corporate Talent Management team to identify Zonal Talent Pool and engage with them on a regular basis through various touch points
- Provides indications of early warning on Talent Pool potential exits and works on mitigating the risk through various employee retention actions in consultation with the Corporate team and Business Managers
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HR Processes & Policy Compliance | - Implements, administers and interprets [ when required] corporate policies, programs or procedures
- Ensures adherence to organizational and employee policies
- Builds awareness about policy objectives and procedures
- Supports managers in applying HR policies on moderate to high risk situations.
- Escalates specific situations in a timely manner to Head- HR for immediate intervention and resolution as appropriate
- Advices on policy revisions and / or creation from a Zonal perspective
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Stakeholder Management | - Provides ongoing support to the Sales Heads on human resources related matters, policies and procedures
- Challenges business in specific instances on policy adherence and employee welfare concerns
- Collaborates effectively with external stakeholders such as Labour officers, Auditors, Regulatory Inspectors and vendor partners in keeping with organization guidelines and objectives
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Team Management | - Guide and develop team members to facilitate better stakeholder engagement, more efficient HR operations, helping them achieve superior performance standards
- Communicate proactively and regularly with team and key internal stakeholders on HR and business goals and plans to ensure that HR objectives are understood, cascaded and achieved.
- Mentor, supervise and coach and well as provide direction to sub-ordinates.
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