Basic Details:Fill the required information about business, unit, location, position, reports to position and date of updation of JD

Business

Financial Services

Unit

Aditya Birla Capital Limited

Location

Pan India

Poornata Position Number of the job

Reports to: Poornata Position Number

Poornata Position Title of the job (30 characters max)

Lead - HR/Senior HR Business Partner

Reports to: Poornata Position Title

Zonal HRBP / Head - Business HR

Function

HR

Reports to: Function

HR

Department

HR

Reports to: Department

HR

Date of writing/updation of JD

28^th September 2025

1) Job Purpose:Write the purpose for which the job exists (in 2-3 lines)

To serve as the strategic HR partner for the function or LOB, enabling the business to achieve its growth, productivity, governance, and portfolio quality objectives through robust talent strategies, workforce planning, capability development, and people processes. The role ensures a futureready, highperformance workforce by aligning HR interventions with the business's rapid scaling agenda, riskaligned operating model, and differentiated customercentric approach.

2) Dimensions:Mention quantitative or qualitative parameters that are relevant for the job and provide a better understanding of the scope and scale of the job.

Business Workforce Number
(Max 254 Characters)

Unit Workforce Number
(Max 254 Characters)

Function Workforce Number
(Max 254 Characters)

Department Workforce Number
(Max 254 Characters)

Other Quantitative and Important Parameters for the job: Budgets/ Volumes/No. of Products/Geography/ Markets/ Customers or any other parameter

Organizational Context:

Aditya Birla Capital Limited (NBFC) is among the Top 5 diversified non-banking financial services company in India based on AUM. ABC - NBFC offers customized solutions in areas of personal finance, SME finance, SME finance, corporate finance, wealth management, debt capital markets and loan syndication.For the FY ended 31st March 2025, ABC - NBFC has a book size of Rs. 1,26,351 Crores and net PAT of Rs 2501 Crores with 6939 employees and 449 branches. During the last 3 years, the AUM & PAT of ABC - NBFC has grown at a CAGR of more than 31%, outpacing the growth rates of Top 7 Diversified NBFCs. As a result, ABC - NBFC has moved 3 ranks to become 5th largest diversified NBFC in the last 3 years.

The Human Resources function plays a pivotal role in aligning people strategies with business objectives to drive organizational success. It serves as a strategic partner in fostering a high-performance culture, enhancing employee engagement, and ensuring compliance with labor laws and internal policies. As the custodian of talent, HR is responsible for attracting, developing, and retaining skilled professionals while promoting diversity, equity, and inclusion. In a dynamic business environment, HR continuously evolves to support transformation, innovation, and sustainable growth.

Job Context

Key facets:

1. Business growth and expansion have led to the creation of a geographically distributed employee base
2. HR presence is seen as a key organizational need in order to:
   1. Enhance employee experience and engagement levels
   2. Act as a partner to business
   3. Ensure uniformity of employees HR process experience
   4. Identify and flag off potential employee concerns and issues in a timely and proactive manner
   5. Enable a consistent organizational culture
   6. Reduce decision time on employee queries and grievances

Key Challenges

1. To manage stakeholder expectations on various HR deliverables such as
   1. Employee Queries on payroll, benefits, and rewards
   2. Recruitment TATs
2. To keep abreast with process changes and roll outs by the Corporate teams and ensure uniform coverage within the assigned function
3. To identify potential employee risk situations and flag off in a timely manner for necessary action or mitigation
4. To provide business relevant employee inputs to leaders while also playing the role of an employee champion
5. To drive adherence on HR policies across various geographically spread locations

4) Key Result Areas:Writethe key results expected from the job and the supporting actions for each of these key result areas (For a majority of jobs typically there could be 4- 7 key result areas

Employee Engagement &

Employee Relations Administration

1. Works closely with the business to ensure maximum participation in the employee engagement surveys.
2. Evaluates results and identifies post survey actions
3. Design programs for areas which need improvement as reflected in engagement scores in conjunction with the Corporate EE team
4. Manage employee engagement programs, calendar events, business connects, leadership & HR connects/ town halls, R&R and HR communications for the assigned function
5. Participates in the design and implementation of various employee relations programs.
6. Conducts investigations independently on specific employee issues and brings them to closure in collaboration with relevant stakeholder and by following the appropriate procedures
7. Partners with COE and Compliance on sensitive or complex employee situations at the ground level that may have potentially broader risk exposure.
8. Works with line managers and employees to address all types of employee relations issues ensuring a balance in representing all parties interests

Performance Management &

Total Rewards Administration

1. 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
2. Provides advice and counsel on performance management issues.
3. Partners with business leaders to address performance gaps and facilitates discussions or set up a process to take appropriate action.
4. Guides Managers on all aspects of performance management including feedback reviews and performance coaching.
5. Assists managers in utilizing Corporate driven rewards programs to motivate and recognize teams for their contribution.
6. Partners in the Functional roll out and implementation of the Annual Performance and Pay cycle programs by providing managerial education & consultation on specific situations and program tool support
7. Provides compensation support including salary planning, approval of salary actions, promotions and job re-leveling

Talent Acquisition, on-boarding & Induction Operations

1. Partners in selection process of lateral hires for Lines of Business by carrying out HR interviews
2. Supports the Corporate TA team on Campus Recruitments
3. Extends On-boarding & induction support for new joiners in conjunction with the Corporate TA team
4. Identifies recruitment vendor partners for the Function and supports the sourcing of profiles for Function positions
5. Facilitates interview and candidate assessment processes
6. Facilitates pre-joining candidate engagement for prospective hires as per process guidelines
7. Manage Induction on new joinees

L&D and Talent Management

Operations

1. Conducts/ Facilitates specific training interventions related to Communication, HR Process updates, HR policy refreshers, Soft Skills and Team Management etc.
2. Partner with managers to retain, develop and motivate people to achieve their fullest potential.
3. Partners with business and the Corporate HR team on workforce planning, succession planning, and skills assessment
4. Assesses the Line of business's HR training needs and conducts one on one counseling sessions or facilitates group training sessions as appropriate
5. Provides inputs on competencies & development tools for managers and employees within the Zone.
6. Facilitates career management programs at a Zonal level in collaboration with business mangers
7. Works with the Corporate Talent Management team to identify Zonal Talent Pool and engage with them on a regular basis through various touch points
8. 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

HR Operations

1. Supports effective documentation at the zone of all important personnel documentation such as joining formalities, benefits related inputs, payroll inputs etc in a timely and accurate manner
2. Consults with the Corporate Payroll team to clarify employee concerns/ queries related to salaries and benefits administration
3. Supports roll out of and awareness building on employee benefits

HR Processes & Policy Compliance

1. Implements, administers and interprets [ when required] corporate policies, programs or procedures
2. Ensures adherence to organizational and employee policies
3. Builds awareness about policy objectives and procedures
4. Supports managers in applying HR policies on moderate to high risk situations.
5. Escalates specific situations in a timely manner to Head- HR for immediate intervention and resolution as appropriate
6. Advices on policy revisions and / or creation from a Zonal perspective

Stakeholder Management

1. Provides ongoing support to the Zone business leaders on human resources related matters, policies and procedures
2. Challenges business in specific instances on policy adherence and employee welfare concerns
3. Collaborates effectively with external stakeholders such as Labour officers, Auditors, Regulatory Inspectors and vendor partners in keeping with organization guidelines and objectives

Employee Feedback & Exit Management

1. Creates forums and facilitate interactions between the employees & the Zone business leaders on a regular basis
2. Gathers informal feedback through relationship building and facilitates grievance management based on insightful feedback
3. Manages exit interviews and supports the business in analyzing the data
4. Identifies solutions to manage voluntary attrition

HR MIS, Audit Requirements &

Reporting

1. Provides MIS inputs for key Organization wide HR Dashboards
2. Validates Headcount and other critical information metrics against actual representation for the Corporate HR reporting requirements
3. Generates analytics of data which can support business decisions (Talent pool lists/ Branch wise employee survey Scorecards/Attrition analysis etc)
4. Reviews and analyzes business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience
5. Extends all required support to HR audit exercise and takes appropriate action to address observations

5) Job Purpose of Direct Reports:Describe the job purpose of the direct report/s to the job (in 2-3 lines for each report)

HRBP - The role is responsible to act as the face of HR at the designated function or regional and provide support on all employee life cycle HR processes in collaboration with key business stakeholders for the employees of the business in that regional.

Relationship Type (Max 80 Characters)

Frequency

Nature (Max 1325 Characters)

Internal

HR Team [ Head- C&B, Head-

HR, Head- Business HR, Head- TM,OD,

L&D, EE]

Zonal Business Heads &

Supervisors

Risk & Compliance

IT

Finance

Need Based

Daily

Need Based

Need Based

Need Based

Offer Ranges/ exceptions/ on-

boarding handshakes, Manpower

Budgets

HR Processes, operations, employee

queries, employee engagement,

rewards, performance assessment

and probation processes, Zonal

employee on-boarding

Specific Employee situations, local holidays/ labour compliance requirements

HR Systems support

Employee Tax Declaration/ TDS

related queries/ Bill Payment

External

Recruitment Related Vendors

Candidates

Need Based

Need Based

Zonal hires

HR Interviews

7) Organizational Relationships:Provide the structure for a level above and below the position for which this job description is written. Use position titles in the structured and indicate all the reports of the position.

SIGN-OFF:Provide the name of the Manager and the jobholder. Signature needed for the hard copy of the JD. Hard copy to be maintained in the organizational record.

Job Holder

Reports to - Manager

Name

Multiple

Head - Business HR

Date of Entry / Approval