Job Role / Title : VP - HR  Job Location : HO, Hyderabad  Purpose of Job :   Contributes to planning and owns execution of all HR related activities so as to achieve an effective and efficient workforce thereby ensuring fulfillment of the organization's vision  Dimensions of Job :   - Financial (Budgets, Revenue etc.)  - No. of Subordinates (Direct/Indirect) Direct - 5-8  - Knowledge, Skill and Experience  Educational Qualifications : MBA / PGDBM (preferably in HR)  Skills / Capabilities:   1 People Management & Team Player  2 Communication Skills & Persuasiveness  3 Energy, Initiative, and Drive  4 Empathy and respect for other individuals  5 Process Orientation  6 Business Understanding  7 Strong knowledge of HR processes and policies  - Experience (Type/Duration)   9-12 years, at least 6-8 years in HR, preferably with exposure to financial services sector at a retail level; Rural market experience would be a benefit  Principal Accountabilities of Job  Ensures adherence to department budget so as to avoid overspill of budgeted costs :   Key Activities :   - Provides inputs to CHRO/MD for preparation of the annual training budget  - Tracks expenses versus budgets and highlights variances (if any)  Key interactions (Internal & External) :   - Tracks expenses versus budgets and highlights variances (if any)  - Performance Measure  - Cost versus budget  - Ensures preparation and execution of the annual recruitment plan (For HO) so as to fulfill the recruitment needs of the organization in a timely and cost effective manner   - Coordinates with HODs to prepare region wise, position wise and month wise recruitment plan   - Develops and builds a network of various channels for sourcing of candidates - internal, external (EMPANELMENT PROCESS)  - Ensures timely sourcing of candidates and adherence to the recruitment process laid down (RECRUITMENT PROCESS)  - Ensures orientation and department hand over of new joiners (for HO) as per process laid down is carried out by training department (ORIENTATION PROCESS)   TAT No. of hires Cost Vs Budget  Responsible for development and operational compliance of all HR policies along with proper implementation and utilization of the HRMS :   - Identifies an appropriate HRMS system for the organization and help expedite installation and stabilization of the same  - Uses external market intelligence as well as internal employee feedback to develop and update HR policies for the organization  - Creates relevant reports from the HRMS and presents to senior management at periodic intervals, Policy Compliance, User feedback on HRMS  Ensures compliance with all statutory labor laws so as to protect the company from possible legal risks :   - Ensures timely and accurate payments for ESI, PF, PT, Gratuity, Bonus and maintenance of proper records for the same  - Consults (as and when required) labor law counsel so as to mitigate any potential legal risk  - Liaisons with statutory departments to ensure familiarity   Ensures uniformity in the C&B plan so as to minimize disparities for the entire organization :   - Develops and grading. banding structure for the organization and fixes the salary grid by the band  - Freezes on the salary structure for different departments and bands  - Conducts market benchmarking surveys on an annual basis to ensure salary grids are in sync with market conditions  Employee Engagement Survey Results   Ensures development and implementation of a suitable PMS so as to ensure clear, fair and transparent appraisals for the entire organization :   - Liaisons with external consultants / senior management to develop the appropriate PMS  - Designs the entire PMS process and schedule  - Ensures timely and efficient execution of the PMS process  - Provides inputs for the follow-up actions post completion of the PMS process - identifies next steps like promotions, transfers, hikes, terminations etc.  Employee Engagement Survey Results, Process Adherence,  Ensures development and implementation of employee engagement activities so as to maintain high levels of employee welfare and happiness, generate a sense of belonging to the organization and reduce attrition rates :   - Provides inputs towards development of employee engagement plans for short and long term durations  - Ensures fulfillment of these actions as per plan  - Continuously engages with employees to gain insights into their thought process about the organization and resolve their grievances  - Ensures that an annual employee engagement survey is conducted  Employee Engagement Survey Results, TAT for employee grievance handling, % attrition  Ensures a smooth exit process so that employees part with the organization on a positive note and uses the data thus generated to manage attrition   - Defines the exit and settlement process  - Engages employees in exit interviews as and when required  - Ensures adherence to this process to a high level of excellence  - Uses analysis of the exit data to bring about further improvement in the current process and policies (to manage attrition)  Responsible for recruitment, retention, skill development, growth and satisfaction of team :   - Creates a recruitment plan for the department, and ensures recruitment happens as per plan  - Ensures appropriate training and development interventions  - Conducts timely and transparent appraisals  - Conducts monthly 1:1s with direct reports  - Actively manages vertical and horizontal career development of team   - Conducts semi-annual skip level 1:1s with all indirect reports  Meetings:   - Weekly Update meeting with Senior Management  - Monthly review meeting - with direct reports  - Quarterly review meeting for all HODs   Challenges faced in Job :  - Sourcing capable and relevant people to join the organization/industry - losses due to the wrong hire  - Attrition levels are very high - managing that is a key challenge  - Imbibing concept of performance based appraisals, creating that culture  - Compliance risk needs to be minimized  - Maintaining C&B parity across department and geographies in a fast changing market scenario

Hyderabad

Spandana Sphoorty - Vice President - Human Resource - Corporate 

Spandana Sphoorty - Vice President - Human Resource - Corporate  ,Job Description for Spandana Sphoorty - Vice President - Human Resource - Corporate  in Spandana Sphoorty in  Hyderabad for (9-12) years of experience. Apply Now!

Job Description for Spandana Sphoorty - Vice President - Human Resource - Corporate  in Spandana Sphoorty in  Hyderabad for (9-12) years of experience. Apply Now!