Bajaj Electricals - HR Business Partner

1. Manpower planning

2. Raising all JRs in system and making sure all open positions are in WEWorld. Entire shortlisting/ interviewing process to happen in SF

3. Induction - HR & Functional

4. Improving new hire experience and reducing 'infancy' attrition

5. 30-60-90 connects with new hires + confirmation discussion

6. Employee engagement activities :

a. Implementation of department/ BU level action points

b. Working on feedback received from employees from Pulse Survey (to be introduced), HR Open Houses, employee connects

c. Implementing AHMs, FTLs as per the calendar

7. Talent Management responsibilities -

a. Identification of key positions along with CoE Team

b. Identification of successors for key positions (ensuring we have a back-up plan in case of emergency exit)

c. Create IDPs and follow-through them (in line with overall talent management framework)

d. Creating a talent pipeline within BU/ Department

e. Talent mobility as per employee's career aspirations, career maps

f. Create learning maps for employees and follow-through them

g. Ensuring Management Trainees/ SMAs are retained in system

h. Improving DEI in BU/ Depts.

8. HR operations -

a. Release all appointment letters within 7 days of employee joining

b. Confirmation discussion/ actions as per defined timeframe

c. Ensuring all NDFs are completed & submitted in system before employee leaves, leaving employees to get their FnF within next 7 days

9. Branch visits & conducting HR Open Houses - as per calendar

10. Performance Management :

a. Timely goal setting with proper metrices

b. Creating a culture of regular feedback by Managers

c. Half-yearly review in system

d. Educating Managers to be impartial in ratings, promotions - to improve 'perceived fairness' in the process,

11. Managing attrition in BU/ Department - identifying reasons, taking corrective actions