Our client, a leading large NBFC with multiple branches Pan-India and a headcount of a few thousand is looking for a senior HR resource at the position of an Assistant Vice President (AVP). The details of the role are as follows:

Designation : Assistant Vice President

Department : Human Resources

Reporting to : Group Head - HR

Business : Non-Banking Financial Company

Job Location : Central Mumbai

Timings : 9.30 am. 5 Days working.

1) Job Purpose

To be an effective business partner & ensure the effective implementation of all talent management practices and continuously endeavor to develop people, processes and technology

2) Principal Accountability

1. Talent Acquisition

- Ensuring that the manpower is in accordance with the manpower budget at all times

- Liaising with the business to constantly monitor the manpower status

- Develop mechanisms to cope up with ad-hoc hiring

- Optimization of hiring source mix and utilizing different channels to enhance the speed, quality and efficiency of the process

- Regularly take initiatives to improve quality of hired employees at a company level

- Ensuring that key positions are filled well within the TAT

- Ensuring that the cost of talent acquisition is in accordance with the hiring budget

2. HR Operations

- Regular review of HR processes to ensure that efficiency of system is maintained

- Maintaining and developing robust processes to ensure efficiency of operations

- Maintaining and Publishing various HR Ops related MIS

- Timely and error free payroll processing

- Ensuring all processes run as per prescribed TAT

- Reducing escalations by improving/creating better and efficient processes

- Continuously explore technological inclusions to make processes rapid but effective

3. HRMS

- Work closely with departmental stakeholders, subject matter experts and vendors in the definition, testing, training, implementation of the HRMS.

- Design and development of process flow for HRMS implementation

- Planning and implementing the processes to go live by the deadline

- Plan application strategies to define project roadmaps and carry out reviews routinely

- Simplification and improvement of processes

- Interacting and coordinating with IT and other involved stakeholders

- Developing and carrying out the change management plan

- Communication to the end users

- Ensuring the proper deployment and functioning of the new HRMS

4. Legal & Compliance

- Ensuring compliance with applicable Labor Laws

- Handling internal and external statutory audits

- Managing legal issues in consultation with Legal Team as and when required

5. HR Business Partner

- The role holder shall be the interface between the business and the HR

- Developing an HR strategy in line with business strategy and organizational goals

- Developing credible relationships with key business stakeholders

- Taking collective decisions with business stakeholders and championing the talent initiatives

- Support the business stakeholders in setting up and driving people initiatives pan India

- Responsible for designing & implementing the required HR action plan for all business segments

- Leading all the regional teams and ensuring that the people agenda is driven throughout the country

- Lifecycle Management of the entire talent pool of the company

- Manage end to end administration of all HR processes (induction to separation)

- Ensuring the right employee experience across the lifecycle to drive and sustain effective talent retention

- Communication and deployment of requisite policies and processes

6. Process Design

- Ensuring that all strategic initiatives and routine activities are supported by strong processes

- Measuring and maintaining the efficiency, effectiveness and impact of the processes

- Improvising incumbent processes wherever needed

- Designing and driving processes for new initiatives

- Overseeing the smooth functioning of all processes under purview and repeatedly reviewing

7. Project Management

- Be the key enabler to drive change initiatives with stakeholders and wider teams

- Taking up and facilitating ad hoc projects and deliverables related to the HR strategy

- Able to drive and supervise projects across different functions, teams and geographies

- Be adept with project management tools and techniques

- Ensuring timely delivery of the project within the agreed quality and efficiency parameters

- Initiate change if modifications are required in the project scope, timeline or resources

- Driving the outcomes and initiatives drawn out of the project's findings

- Measuring the impact of the outcomes, hence the success of the project

- Proactively identifying opportunities for process improvement and driving root cause analysis

8. Employee Engagement

- Understanding the culture of the company and gauging the employee pulse and engagement

- Devising and rolling out the employee engagement survey across geographies

- Analyzing the pulse and devise employee engagement initiatives and interventions

- Structuring the employee engagement calendar for the year

- Overseeing the proper conduction of employee engagement initiatives and calendar

- Assessing the impact of planned initiatives on the overall employee engagement and company performance

3) Skills and Knowledge

- Overall experience of 10 - 15 years in the field of Human Resources

- Excellent people management skills

- At least 3-5 years of experience as an HR Business Partner

- Sharp Business Acumen

- Ability to deal with ambiguity

- Excellent Business communication skills

- Masters Diploma/Degree in Human Resources

- Should be able to manage and develop teams across geographies

- Good numerical, analytical & problem solving skills

- Should be able to take his role beyond the obvious & cross the run-of-the-mill barrier

- Excellent people management skills

- Strong eye for detail and ability to multi-task

- Should have a good grip on data analysis

- Ability to objectively analyze current practices, identify improvement opportunities, and lead the implementation and change/transition scenarios

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