Aakash Educational Services - HR Business Partner

Human Resource Business Partner

Purpose of the role:

The Regional HRPB, He/She supports Regional HR Head and business leaders in the implementation of engagement initiatives, manpower planning and people operations activities to ensure the ongoing success of the organization by having an engaged and motivated workforce.

The role includes but is not limited:

- Work closely with the Regional HR Head in driving the HR priorities and champion the central HR initiatives in the region, pertaining to employee hiring, onboarding, productivity and efficiency, and engagement.

- Organizational Design - Assist the branch and the leadership to determine and deploy the most effective organizational structure addressing business requirements.

- Organization Culture and Reinforcement of Values- Institutionalize Organizational Values in employees and processes.

- Employee Relations & Communications - Employee relation forums that provide opportunity to employees to connect and bond with management and peers. Enable openness and two-way communication between employees and management through communication forums such as town halls, skip level meetings, focused group discussions, ESAT surveys.

- Training - Talent development and retention including Employee Engagement, Training, Change management, Reward and recognition management. Assist and guide the Regional Heads, State Managers, Cluster Heads, DC Heads and HR team for maintaining harmonious employee relations on a continuous basis.

- Ensure a smooth employee lifecycle, which includes but not limited to Onboarding, Grievance handling, PMS, RnR, Employee satisfaction survey, Exit Interview.

Competency Library:

Attention to Communication :

- The ability to ensure that information is passed on to others who should be kept informed.

- Ensures that others involved in a project or effort are kept informed about developments and plans.

- Ensures that important information from his/her management is shared with his/her employees and others as appropriate.

- Share ideas and information with others who might find them useful.

- Uses multiple channels or means to communicate important messages (e.g., memos, newsletters, meetings, electronic mail).

- Keeps his/her manager informed about progress and problems; avoids surprises.

- Ensures that regular, consistent communication takes place.

Analytical Thinking:

- The ability to tackle a problem by using a logical, systematic, sequential approach.

- Makes a systematic comparison of two or more alternatives.

- Notices discrepancies and inconsistencies in available information.

- Identifies a set of features, parameters, or considerations to take into account, in analyzing a situation or making a decision.

- Approaches a complex task or problem by breaking it down into its component parts and considering each part in detail.

- Weighs the costs, benefits, risks, and chances for success, in making a decision.

- Identifies many possible causes for a problem.

- Carefully weigh the priority of things to be done.

Influencing Others :

- The ability to gain others' support for ideas, proposals, projects, and solutions.

- Presents arguments that address others' most important concerns and issues and looks for win-win solutions.

- Involves others in a process or decision to ensure their support.

- Offers trade-offs or exchanges to gain commitment.

- Identifies and proposes solutions that benefit all parties involved in a situation.

- Enlists experts or third parties to influence others.

Establishing Focus- Leading others:

- The ability to develop and communicate goals in support of the business' mission.

- Acts to align one's own unit's goals with the strategic direction of the business.

- Ensures that people in the unit understand how their work relates to the business' mission.

- Ensures that everyone understands and identifies with the unit's mission.

- Ensures that the unit develops goals and a plan to help fulfill the business' mission.

Results Orientation:

- The ability to focus on the desired result of one's own or one's unit's work, setting challenging goals, focusing effort on the goals, and meeting or exceeding them.

- Develops challenging but achievable goals.

- Develops clear goals for meetings and projects.

- Maintains commitment to goals in the face of obstacles and frustrations.

- Finds or creates ways to measure performance against goals.

- Exerts unusual effort over time to achieve a goal.

- Has a strong sense of urgency about solving problems and getting work done

Building Collaborative Relationships :

- The ability to develop, maintain, and strengthen partnerships with others inside or outside the organization who can provide information, assistance, and support.

- Asks about the other person's personal experiences, interests, and family.

- Asks questions to identify shared interest, experiences, or other common ground.

- Shows an interest in what others have to say; acknowledges their perspectives and ideas.

- Recognizes the business concerns and perspectives of others.

- The ability to develop, maintain, and strengthen partnerships with others inside or outside the

organization who can provide information, assistance, and support.

- Expresses gratitude and appreciation to others who have provided information, assistance, or support.

- Takes time to get to know coworkers, to build rapport and establish a common bond.

- Tries to build relationships with people whose assistance, cooperation, and support may be needed.

- Provides assistance, information, and support to others to build a basis for future reciprocity.

Conceptual Thinking:

- The ability to find effective solutions by taking a holistic, abstract, or theoretical perspective.

- Notice similarities between different and apparently unrelated situations.

- Quickly identifies the central or underlying issues in a complex situation.

- Creates a graphic diagram showing a systems view of a situation.

- Develops analogies or metaphors to explain a situation.

- Applies a theoretical framework to understand a specific situation.

Strategic Thinking:

- The ability to analyze the organization's competitive position by considering market and industry trends, existing and potential customers (internal and external), and strengths and weaknesses as compared to competitors.

- Understands the organization's strengths and weaknesses as compared to competitors.

- Understands industry and market trends affecting the organization's competitiveness.

- Has an in-depth understanding of competitive products and services within the marketplace.

- Develops and proposes a long-term (3-5 year) strategy for the organization based on an analysis of the industry and marketplace and the organization's current and potential capabilities as compared to competitors.

Succession Planning:

- Succession planning and management is an essential component of the broader human resources planning process. It involves an integrated, systematic approach for identifying, developing, and retaining capable and skilled employees in line with current and projected business objectives.

- Employee counselling is defined as a process which is initiated by the responsible manager or counsellor for providing assistance to employees facing problems. It is conducted to listen, understand problems and provide guidance, advice and suggest ways to solve them. It is mainly to provide job related, personal and confidential help to those who are facing the problems.