Circle HR Head - Telecom - IIM/XLRI/TISS/SCMHRD

Candidates with MBA HR from Tier 1 B-school + 6 to 10 yrs experience may apply

1. Financial Perspective

a. Ensure Strategic perspective & Cutting edge retained at Circle despite Cost optimisation initiatives

b. HR Opex :

i. Review & Ensure strict adherence to Circle Personnel & Admin Budgets

ii. Encourage robust action-planning and best-practice sharing along with implementations in order to keep Opex in control

c. Closely monitoring & Reviewing implementation of manpower strategy including recruitment, retaining,

d. Succession / bench-planning, keeping in mind productivity at circle level, hence ensuring that corrections/interventions are made timely & effectively

e. Reviewing & ensuring that the HR & Business related HR KPIs are adhered to as committed in the approved

Circle Annual Operating Plans (AOP) :

2. Customer Perspective :

a. Ensuring Credibility & Internal Customer Satisfaction through timely delivery of HR SLAs to Circle and East Hub

b. Ensuring high Employee Engagement and Lead the development of Gallup Action / Impact plans along with continuous Reviewing & Monitoring to guarantee an effective plan rollout

c. Leading & Driving a culture of sensitivity and Customer-orientation at every HR touch point

d. Monitor, Review & ensure best-practice sharing & Implementations

e. Build RIGHT partnerships with Vendors, partners, agencies and Leverage them to uniformly meet business needs

f. Lead development of Recruitment strategies based on business requirements and within SLAs agreed. Review implementation on daily basis - and make corrections/interventions wherever required, to ensure effectivity of process/activity retained

g. Setup RIGHT standards/benchmarks & ensure assigning the right role to employees - best person for the role - keeping in view business requirements/challenges as well as employee aspirations

h. Lead formulation & implementation of key strategies to ensure retention of key and critical resources

i. Proactively ensure that Critical roles have Succession plans / Bench-plans ready at all times

3. Process Perspective :

a. Build & Implement scalable, standardised & sustainable systems & processes

b. Leading & Driving Innovation, Creativity & E-enablement in key HR systems and processes - with an aim to - delight- Internal customers

c. Ensuring statutory requirements are tracked and adhered to

d. PMS Process: Review rollout & implementation of the Performance Management system as per schedule, process and intensity/ vigor identified

4. People & Organization Development :

a. Creating a performance-oriented culture by devising strategies/policies/integration into development processes

b. Organization Scalability at Circle: Anticipating & Leading Organisational Structural changes and managing impact on People, Systems & Processes, both at strategic & operational level

d. Training & Development: Ensure development needs are mapped and development plans / Career plans actioned. Review status of Training needs analysis and Calendar implementation as per process

e. Cultivate the company's culture - Ensure that the company's Values, Code of Conduct, Mission, Vision, and Strategy are weaved into the way people & hence business operates on a day-to-day basis. Ensure that Leadership team leads by example -

f. Building and driving a culture of transparency and trust where employees feel comfortable and empowered to take decisions

Key Challenges :

In a fast-paced and dynamic industry, need to plan for organization scalability and Career/bench/succession plans along with quickly implementing Structures with full ownership of, Span of Control / Productivity)

Manage the socio/cultural environment locally, with thorough understanding of local sensitivities