HDFC Bank - HR Business Partner - IT & Digital Role

A. Job Purpose:

The position- is responsible for aligning- business objectives- with employees and management in designated- business- units. The position- serves as a consultant to management on- human resource-related actionable. The HRBP acts as an employee champion and change agent.

B. Job Responsibilities:

1. Manpower Planning :

- Agreement towards the manpower planning models implemented for approving additional manpower for RBB, GIB and RTFX (Revenue roles)

- Sign Off by Business, Fincon, BP HR, TA

- Build robust manpower planning models towards predicting additional manpower requirement for RBB, GIB and RTFX (Non-Revenue generation roles)

- Sign off by Business and BP HR

- Agree to the Hiring Plan and finalize a 24-month manpower plan deriving from business objectives

- Creation of Build v/s Buy talent strategies

2. Organization Structure Management & Design :

- Review of spans and layers, supervisory structure for RBB, GIB and RTFX teams as a precursor to arriving at a 'fit for purpose' organization structure discussion with GH's and BH's

3. Talent Management & Mobility :

- Create and Drive the Talent Management Strategy for RBB & GIB in conjunction with the TM COE.

- Process and criteria for Talent Identification (all levels)

- Succession Planning for senior roles

- Individual Talent assessment and capability building

- Mobility (internal and cross functional)

- Talent Review Discussions (D4 and above) including career, mobility conversations and mapping and deploying top talent based on both past performance and potential. Dovetail with overall Talent Framework implementation timelines.

- Drive Job Rotation process as per the policy of the Bank

- Work closely with L&D team to develop and roll out bespoke leadership programs basis IDP's (D4 and above). Develop a Future Leaders program for D3/D4 identified successors

4. Employee Communication & D&I initiatives :

- Partner with employee comms COE to agree a framework for HR communication for RBB and GIB

- Partnering Talent and OE team to support and drive all D&I initiatives (including gender diversity especially at senior levels)

5. Employee Connect :

- Meet all D4 & above employees One on One

- Define the employee connect plan (link with communication) across levels with support of Regional Heads drive local interventions

- Selective Location Visits with RHs towards getting a firsthand understanding of "on ground" working

6. Rewards and Recognition :

- Annually review the RnR criteria towards reinforcing "Task and behaviours being rewarded"

7. Employee Value Proposition :

- Work with the Comms / EVP COE on implementation

- Employee Experience - In collaboration with the HR Communication and RH team, agree upon and employ tools towards capturing employee experience at various life cycle stages

- Review Forums with business and implementation at regions

8. Performance Management :

Mapping and validation of business KBO's and scorecards and sign off by GH/BH and Head HRBP and ensure communication of the same to all employees. Creation and validation of JD's ( D4 and above) including that for Job evaluation purpose

C. Key Skills:

- Analytical Inclination

- Planning and Organizing

- Effective Communication

D. Education/Experience Required:

- MBA / PG Diploma in Human Resources

- Minimum experience required is 3-8 yrs as an HR Professional

E. Major Stakeholders:

- Intra team and cross functional stakeholders, who would need to be interacted with for discharging duties

- All Business and Product teams

- HR teams