Deputy General Manager - HR Business Partner - IT/ITeS

We required a candidate who has Global HRBP Exposure, who has handled any global pressence( preffered -- US,EUROPE,NEMA,MEMA ).

Qualification- Post Graduate is a Must for the role (a Full time 2 year program)

As a Business HR Lead drive execution of HR strategies, plans, policies and processes related to recruitment, employee relations, learning & development and talent management within a business unit / region; drive operational efficiencies related to productivity, people policies & practices, employee engagement and regional HR issues to improve business outcome. Work to institutionalize processes outlined by policies and drive ownership within employee groups.

- Drive Skill &Capability Development

- Improve Managerial Effectiveness agenda for the organization

- Support the achievement long-term strategy around skill & talent transformation

- Lead & mentor a team of BHR Partners and L&D professional to effectively deliver against the evolving business needs

1. Planning & Budgeting

Prepare HR key imperatives for the year covering individual plans for relevant HR processes basis historical data, business requirements and priorities; Provide inputs on policy changes required within business line to Corporate HR; Review and study metrics received on various factors like employee engagement, attrition, headcounts, vendor costs, investments required in employees etc; Review and provide inputs for the corporate budget and HR budget based on the above metrics, key business imperatives and market realities; Track and review the scores across various metrics; Review the finalization of budget and seek approvals; Track adherence to budget and take corrective actions in case of deviations

2. Talent Acquisition

Participate in forecasting of manpower requirements for the year and per quarter based on business needs, projected attrition and expected location movements; Liaise with business to ensure that manpower is in line with pyramid structure; Provide inputs into recruitment plan development including fresher to lateral hire mix, channels to be used etc.; Interview candidates for positions and assess candidate fitment into role and organization; Review the weekly reports and seek inputs in case of major abnormalities; Resolve recruitment related escalated issues

3. Compensation & Benefits

Provide inputs to the Corporate Compensation team to draft compensation and benefits strategy & budget; Recommend changes to the strategy keeping in mind business and market conditions; Drive the development & execution of the variable pay plan in the BU; Drive execution of corporate norms; Supervise team in meeting all compliance requirements; Monitor corrective actions on compliance as required

4. Performance Management

Institutionalize PMS framework within business lines and monitor completion; Troubleshoot on normalization; Monitor to ensure that promotions are in line with defined policies; Liaise with segment heads to drive closure; Get involved in normalization if it not in line with corporate guidelines

5. Managerial Capability & Skill Transformation

Create a &Drive implementation of training programs; Guide the team to liaise with the Corporate T&D team to determine training needs; In case of external training guide the team to identify training vendors; Select vendor basis content and cost in collaboration with the T&D team; Drive coordination with relevant teams for