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To support the business team by being a single point of contact for them with regards people issues. Help employees in dealing with their concerns on all HR matters.
Madura Fashion & Lifestyle, a division of Aditya Birla Fashion and Retail Ltd, is one of India's fastest growing branded apparel companies and a premium lifestyle player in the retail sector including product lines that range from affordable and mass-market to luxurious, high-end style and cater to every age group, from children and youth to men and women. Madura Fashion & Lifestyle is defined by its brands - Louis Philippe, Van Heusen, Allen Solly, Peter England and People - that personify style, attitude, luxury and comfort. The Units products are sold through a network of 1200+ stores and around 850+ multi brand outlets.
For MFL to be on a sustained growth track while catering to the service and satisfaction levels of external customers it becomes equally important to anticipate and satisfy the needs of internal customers as well as the business.
Key Challenges:
1. The centralization of HR, while making the function more process oriented may take it away from actual people contact. The Business HR role aims to fill in this gap by creating a constant touch and communication with the people and also the business.
2. As the organization grows, processes tend to become more reactive. The business HR role is supposed to identify issues facing the business proactively to create processes which would address the changing business needs. The Business HR will partner with the business leaders in identifying potential people related issues and focus on the same, S/he will lead the engagement initiates for the brand, keep the communication channels alive, handle specific grievance cases.
3. The Business HR also need to collaborate with Centre of Excellence to drive the key processes of recruitment, performance management, training, OD and such areas at the Brand level.
| KRA (Accountabilities) (Max 1325 Characters) | Supporting Actions (Max 1325 Characters) | |
|---|---|---|
| KRA1 | Understand Business Drivers | Understand the drivers of the business and the factors that determine its success . Be part of team meetings and review processes to understand the business impact on people issues . To support both business heads and HR Head on key people issues within the team |
| KRA10 | Goal audit and Goal standardization | . Ensure all unique roles have standard goals and Goal audit is done across brands/functions |
| KRA2 | Implementing HR Processes | . Drive organization processes like PMS, CADD etc in the teams . Create awareness and excitement within the teams around the processes . Analyse the outcome of the process and support business heads and HR Heads to moderate the same . Ensure development process is being carried out and employees are receiving relevant training. . Drive quality of the HR process for the team |
| KRA3 | Recruitment and On-boarding | Help the Business identify manpower requirement both in terms of numbers and profile . Ensure that the central Recruitment team understand the brief and is able to shortlist the right type of profiles. . Support new recruits in their on-boarding process within the team |
| KRA4 | 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 . Support Q12 managers to build a strong Q12 scores within their teams . Instill 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 |
| KRA5 | Be Employee Champion | Act as a sounding board to employees . Understand their concerns with reference to their role, superior and other team members . Counsel and guide employees on their career, development and growth aspects |
| KRA6 | PIP/PCP execution | . Ensure that all PIP/PCP cases are identified and roll out of execution plan . PIP/PCP plan execution as per timeline |
| KRA7 | PMS JAE process excellence | . Ensure all Group/Business process are completed as per the guideline and timline . Process completion as per the plan , Quality of PRD, Values conversation |
| KRA8 | CJEC, BJEC, UJEC planning | . Make the BJEC, UJEC Calendar and ensure these are conducted as per the plan. . Preparing the deck for CJEC a per the requirement. |
| KRA9 | Updated JD, Org Chart, Hay score | . Ensure that all the employees have updated JD and these are updated in Poornata. . Ensure that all the Jobs have correct hay score in Poornata |
Job ID: 147302083
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