Divisional Manager - Sales HR - Automobile

CANDIDATES PREFERRED FROM MANUFACTURING, FMCG, AUTO MOBILE INDUSTRY INTO SALES HR

Job Title: Business HR Partner

Position Summary:

Partner with the Unit Leadership Team to provide proactive HR guidance and advice to facilitate Business Plan delivery

Job Responsibilities:

1. HR Strategy

- Partner with the unit management team for finalization of business plan

- Establish and develop a relationship with senior management to understand the key resource issues and associated requirements to meet both current and future organizational challenges

- Translate business requirements into effective HR practices in the unit, Identify and address the HR implications of business plans, delivering people solutions aligned to business objectives

- Implement key companywide HR initiatives as interface between HR COE and the business in the respective unit

- Orient and educate managers (and employees through managers) about the company policies and procedures, applying them fairly and consistently across the unit

2. Organizational Structure

- Provide leaders with structural diagnosis through identification of the root causes of organizational performance issues. (Challenge the organizational structure of the unit; client and propose changes)

- Provide tools that measure the current internal and external environment, offer knowledge of various organizational structures, including the pros and cons associated with each structure.

- Support leaders to align their organizational structure decisions to short-term and long-term organizational objectives

- Maintain and update role clarity documents for each position in the unit

- Facilitate role discussions and goal setting discussions between managers and employees regularly

- Educate managers and employees on key aspects of performance management (goal planning, goal audit, result documentation and performance discussion areas)

3. Staffing & Productivity

- Identify critical staffing issues and implications along with the leadership team of the unit

- Guide managers in the optimum utilization and deployment of resources across the unit including monitoring of the various categories of employees working in the unit.

- Define staffing gaps and surpluses along with critical requirements

- Collaboration with COE to develop a resourcing strategy and innovative, timely and cost effective best practice solutions to enable the organization to meet its objectives.

- Implement/execute the resourcing plan

- Act as a custodian of various HR metrics like attrition analysis, productivity trends, performance metrics

4. Capability Enhancement

- Facilitate process for identification of capability gaps in each functional and managerial area

- Plan development strategies along with the COE team

- Guide managers in facilitating completion of individual development plan for identified/target employees

- Drive implementation of approved development plan for the unit

5. Culture building

- Counsel/guide managers in practicing values/code of conduct and facilitate process to take this to the employees

- Plan and motivate employee participation in unit specific engagement activities (eg : community engagement, learning, ideation/innovation, recognition initiatives etc..)

6. General

- Plan and drive implementation of organizational change initiative

- Provide input and feedback to the COE teams on HR processes (e.g., key requirements and opportunities to improve effectiveness )

- Monitor the implementation of COE agenda in line with the local requirements and in consultation with the local stakeholders

- Manage employee voice and escalations, diagnose trends to proactively implement solutions

Technical/ Functional competencies:

- Business Understanding

- Good communication/negotiation skills

- HR Analytics

- Functional Excellence

- Ability to think and act with a strategic perspective

- Understanding of the strategic staffing/workforce planning/capability development process and its objectives

- Creative problem-solving skills

Tata Leadership Practices:

- Customer Focus

- Dealing with Ambiguity

- Strategic Capability

- People Development