Head - HR Business Partner

Description:

Functional Title: Head - HR Business Partner

Key Points and Objectives of the Position:

- Responsible for leading and directing the entire gamut of HR-related activities within DICV through Business Partners. Expressing talent requirements and strategies, fostering an impact-driven culture, transforming departments into talent development hubs, and elevating the overall talent experience and value.

Key Objectives of this Position:

- Leading and mentoring a team of HR Business Partners (HRBPs), providing guidance and direction to ensure alignment with HR and organizational objectives.

- Workforce planning to ensure short, mid, and long-term business plans are met through people.

- Provide leadership guidance and support fostering high-performance culture, collaborate with L2/L3s of DICV to define HR Operating models, SLAs, performance metrics, and KPIs.

- Ensure process excellence is achieved with the support of Centre of Competence and Learning & Development team in all HR processes specifically in the areas of talent, performance & change management, capability building, and building up a role-based organization.

- Develop and guide a consistent workforce planning framework and oversee the design, application, and delivery of workforce planning.

- Support the HRBPs in creating HR analytics and metrics to measure the effectiveness of HR interventions within business functions, identify trends, and enable data-driven recommendations for continuous improvement.

Strategic Alignment (20%):

- Act as a trusted advisor to senior management on HR-related matters, providing strategic insights and recommendations.

- Contribute to formulation and implementation of overall functional HR strategy while ensuring adherence to budget.

- Undertake frequent discussions with business leaders (DRL2 to DRL4) along with SHRBP & HRBPs to understand function-specific challenges and priorities.

- Design and implement best-in-class organizational structure and manpower plans that cater to business needs.

Manpower Planning, Reporting & Budgeting (10%):

- Develop and guide a consistent workforce planning framework and oversee the design, application, and delivery of workforce planning.

- Develop and maintain headcount glide path and dashboards to track and report key indicators to provide insights and support decision-making.

- Liaise with business to set design principles based on baseline data, benchmarks, and best practices.

Culture Building (10%):

- Strategize and plan FGDs within functions to arrive at implementable action items for improvement.

Talent Management and Learning & Development (20%):

- Lead talent transformation projects to improve the talent landscape and articulate talent strategy, profiles, and roadmaps.

- Identify mission-critical roles and talent categories across all levels based on defined guidelines.

- Conduct Talent Discussions with Functional/Department Heads.

- Build a strong talent mindset to develop and retain potential talent.

Performance Management (15%):

- Oversee performance and compensation reviews across all functions.

- Facilitate the LIP process to ensure fair and consistent performance management practices.

Leadership (10%):

- Develop the skills and capabilities of the HRBP team to deliver exceptional HR services and support.

Organizational Effectiveness and Change Management (5%):

- Lead change management efforts to support organizational initiatives, restructuring, and culture transformation.

Analytics & Reporting (10%):

- Identify trends and enable data-driven recommendations for continuous improvement.

Qualification:

- Certification in SHRM-CP/SHRM-SCP, PHR, SPHR (Optional).

- Executive program from IIMs/Ivy League colleges (Optional).

Experience:

- Proven experience (5+ years) in a senior HR leadership role, preferably as an HR Business Partner or equivalent.

Specific Knowledge:

- Applicable labour laws/legislation, organization policies, and corporate governance.

- HR Platforms/Technologies, HR engagement frameworks, culture assessment/psychometric tools.

- Strong strategic thinking and business acumen, with the ability to influence and drive change.

- Experience in managing complex HR initiatives and projects.