AVP - HR Leader - Digital Solutions Business

AVP HR Leader- Digital Solutions Business

What is the focus of the function :

Supporting the business in driving growth by :

- Hiring in line with Operating Plan guidelines (includes skill set mapping and drive hiring of the pertinent skills sets)

- Ensuring that the organization structures are aligned to the value that needs to be delivered

- Implementing the performance/talent management/R&R/C&B processes to maximize talent development, retention and engagement in line with Organization policies (will hold the responsibility of customization & adaptation of Corporate policies to business)

- Building capability in a structured manner to support the current and future requirements of the business

- Employee engagement and pulse, HR Operations

- Closely working with the client on all of the above.

How does the role-holder add value :

- The role-holder is the custodian of the employees for the Business in partnership with the Partners and client

How does the role add value :

- Conceptualizing a practical HR strategy by integrating the business objectives with the practical realities of day-to-day consulting operations

- Leading a team of HR managers to drive execution and ensure performance on all the core parameters across the employee lifecycle - this business is distinct from the rest of the Organization businesses and hence the employee DNA will require a distinctive approach to be used

- Ensuring effective on-boarding of all new hires in the business, especially at senior levels

- Interfacing with client organizations - existing and prospective - to showcase the Organization USP

How is this role unique from others :

- The role holder will be a part of the leadership team for the business. This will uniquely position the individual to contribute meaningfully to the strategy creation the incumbent will also be responsible for translating the business strategy into the HR strategy.

- Hence, the role offers the individual the scope to work with a cross-section of people from across functions on all aspects of the business.

- People Function guidelines. The role holder will also be required to interface with clients to add to Organization's distinctive value proposition in the market.

Who are the key relationships for this role :

The key relationships to be maintained in this role are with the following stakeholders :

- Partners and the entire Band 3+ population of the business

- HR Leaders of Client organizations

- Business Leaders of the client organization

- Corporate HR leaders

- People from allied functions and horizontals e.g. Finance, Quality etc.

- Own team of HR managers

Desirable - Peers and colleagues within the larger People Function to share knowledge/best practices and also look opportunities for synergy

What are the important qualifications to be an applicant for this role :

The ideal candidate will be someone people management experience. The individual needs to be a self-starter with an appetite for working in an unstructured, evolving environment as well as the ability to balance an understanding of the business big picture with detailed planning for execution / results.

What are the key initiatives and challenges facing this role in the next six months to three years :

- The Industry is still nascent and the organization is on the growth path there will therefore be a need to look at big picture issues and deep dive into details at the same time e.g. evolving the structure according to business needs, managing the resource plan, focusing on structured capability building, etc

- Partnering with the leadership team to manage engagement and employee expectations - it is a distinct business but at the same time there needs to be larger alignment with the Organization framework of working

Key Roles and Responsibilities :

Knowledge, Experience and Education External/Internal Contacts

- Create/implement the HR strategy in line with business priorities

- Ensure business structures are aligned to business requirements - manage the resource plan for consultants to maximize productivity

- Drive hiring in line with the Operating Plan and Blueprint requirements

- Ensure implementation of HR systems and processes (e.g. engagement practices, performance management, Session C) so as to maximize employee motivation, productivity and retention

- Conceptualize and drive structured capability building in line with current and future business requirements

- Coach / Partner with the consulting leadership on people issues, health of operations and change management so as to ensure seamless people management

- Drive governance through a consistent focus on the HR Scorecard metrics and make timely intervention to achieve improvements in business and people metrics

- Engage with existing client stakeholder to present an added dimension to the Organization USP and drive growth

- Interact with HR Leaders of Organization as well as Client organization to establish and visibly demonstrate unified sales and delivery organization that combines the best of vertical depth and horizontal expertise

- Provide direction, support and development to the reporting team of HR Managers to execute on the plan for the business Essential

- People management experience in a Biz HR context

- Experience in project and resource management

- Self-starter with an appetite for working in an unstructured, evolving environment

- Understanding of business realities e.g. growth, profitability, etc

- MBA, HR

Desirable :

- Experience of working in a multicultural context

- Exposure to working with clients - Partners and the entire Band 3+ population of the business

- HR Leaders of Client organizations

- Business Leaders of the client organization

- Corporate HR leaders

- People from allied functions and horizontals e.g. Finance, Quality etc.

- Own team of HR managers

Desirable - Peers and colleagues within the larger People Function to share knowledge/best practices and also look opportunities for synergy