Job Purpose :

Lead, guide & drive HR and Circle Facilities operations, policy & process implementation, change management, deployment of best and next practices, partnering with the business leadership and corporate HR in the defined budgets in order to achieve employee delight and engagement, higher level of retention and making the organisation the employer of choice.

Dimensions :

Business/SBU/Unit/Circle Revenue

Business Workforce Number

Unit/Circle Workforce Number: 600-900

Function Workforce Number : 13-15

Vertical/Department Workforce Number : 4/5

Job Context & Major Challenges :

Context:

- Our client is one of the fastest growing telecom operator in India and has pan India presence. It is focusing on strengthening Data Capability by massive rollout of 3G and 4G sites across all circles. It has ambitious plan of growth in next three years and has got strong execution skills and strong distributor network across all service areas.

- The Human Resource Department deals with management of people within the Organization & is placed with the responsibility of ensuring that it plans adequately for all the organisation's future engagements that will involve people.

- HR head needs to manage the entire human chain (employees, customers, business partners) to ensure that there is cooperation between the HR function and other functions. This helps in the anticipation of HR need by translating business strategies into HR strategies

- HR Head Plays a significant role in the development and implementation of corporate strategies by identifying and implementing the right technology in Human Resource Planning, Workforce Motivation, Employment Opportunities, HR Practices, Employee Engagement, Human capital, Business Transition, Team Building etc

- HR function is responsible for creating a performance oriented, learning and open culture in the business unit. HR Head also have to ensure that the goals and objectives of Senior Leadership are being implemented across the organization.

Challenges :

Change Management : with 20% to 30% annual targeted growth, there is ample pressure on process and people capability towards scaling up at a rapid pace. Delivering this process and people capability dynamically in line with business need, is critical for sustained business success.

- Attrition Management : Attrition of 20% and above further compounds the issue of creating the aligned, committed, engaged and competitive workforce at all levels and all locations.

- Building Talent Pipeline for all key positions

- Strengthening the leadership and managerial pipeline---Rapid growth makes it imperative.

- Keeping the cost under control while operations scale up, without compromising speed and employee experience.

- Partnering with the circle leadership team & the vertical heads to ensure sound organizational connect is established at the business unit across all levels & zones.

Key Result Areas/Accountabilities and Supporting Actions : Write the key results expected from the job and the supporting actions for each of these key result areas (For a majority of jobs typically there could be 4- 7 key result areas)

Key Result Areas/Accountabilities Supporting Actions :

Formulate Circle HR Strategy to ensure alignment of Circle HR action plan with business and corporate HR.

- Identify the circle business priorities in close coordination with COO and CMT and accordingly planning the HR response to deliver the business success.

- Understand the corporate HR priorities by being in close touch with the corporate HR team.

- Formulate HR plan for the year incorporating circle business and organization HR priorities.

Drive quality implementation of HR interventions in order to deliver employee engagement, workforce effectiveness and talent management.

- To drive workforce alignment through timely and quality goal setting.

- To drive HR process, practice and policy implementation of highest standards including PMS roll out and implementation, awareness building on Q12 methodology, Induction program, career and succession planning, institutionalizing rewards and recognition at all levels, implementation of projects on the areas of strategic importance nationally and locally.

- Plan HR interventions and initiatives with a view to increase employee satisfaction and engagement scores.

- Driving and Ensuring sensitivity and responsibility among leaders and managers towards employee engagement, effectiveness and competitiveness.

- Driving measures to reduce attrition through effective collaboration with business managers, and implementation f retention measures at the time of resignations and proactive career planning for key resources.

Drive Talent Acquisition plan to deliver quality resources in time and right cost. - Drive formulation and finalization of manpower plan, budgets to ensure that hiring plan is in line with business plan, defined productivity norms and monitor budget against actual.

- Drive adherence to SLAs for recruitment of all the hiring at Circle,

- Drive measures for bench strength to manage faster replacement and prevent opportunity cost loss.

Drive Cost Management with a view to ensure optimum utilization of resources and budget. - Plan allocation of G&A budget to various expenses on the basis of business priority and return on investment in terms of higher employee engagement and reduced attrition

- Effectively drive measures for circle manpower cost and G&A expenses

Plan and drive Capability Development in order to deliver the circle people process and people capability requirements are effectively met. - Drive end to end implementation of Poornata/ other automation projects.

- Drive Identification of potential scope for automation, outsourcing, simplifying and process improvements to improve efficiencies.

- Drive individual training needs identification through training and development calendar.

- Periodically review learning methodologies to drive innovation in training methods.

- Plan and drive leadership and managerial development through focused training and development initiatives in partnership with Corporate MDF.

Plan and drive effective management of facilities in order to deliver quality employee experience at optimum cost.

- Continuously drive reduction of facilities and Administration Opex, while ensuring superior delivery of services and support.

- Drive measures of compliance of applicable statutory obligations.

Drive competencies development of HR and Facilities team - Drive development of team members to enhance their skills and capabilities and chart their career path.

- Drive motivation and consequent productivity levels through frequent discussion and feedback.

- Drive Identification of team-training inputs and provide assignments on the job, networking and training opportunities towards developing team capabilities.

Job Purpose of Direct Reports :

Vertical Head---Facilities :

To ensure availability of uninterrupted standard facilities for smooth conduct of business and ensuring heightened employee experience, at optimum costs.

Vertical Head---Recruitment :

To ensure the manpower planning and fulfillment processes, ensure manpower requirement of various functions are met as per defined SLAs and process, manage the recruitment cost, recruitment quality & sourcing mix, smooth on- boarding process of new joinees and implementation of the best recruitment practices in order to set example, raise bar and be a brand ambassador for the company.

Vertical Head---HR Ops :

To ensure the identification and deploying best practices in HR, creating robust HR processes, Talent Management practices, automating HR systems for speed and efficiency, cost optimization in HR and developing subordinates with a view to ensuring internal customer satisfaction and making this organisation the first choice employer .

Vertical Head ---MDF :

To plan, organize and conduct need based behavioural and functional trainings and utilising the other development resource mix to deliver identified Individual development plans in line with business capability requirement.

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