Head - HR Business Partner - BFSI/IT/Healthcare/Pharma

Brief Job Profile:-

Purpose:

Develop simple and right metrics to measure performance and productivity of Associates

Discuss with Leadership and evolve right People Strategies to drive Organization to high growth

Strategic Roles:

Oversee programmes and activities leading to having engaged, enthusiastic, empowered and performing employees

As needed, make business case for and commission service providers for study of training needs for talent development for meeting future business needs; or, survey of compensation & benefits for effecting corrections; or, such

Operational Roles:

Performance Management System (PMS):

Review and, as needed, effect amendments to existing PMS to work as a transparent tool to identify performers, training needs, and, as an objective template to deal with performance laggards etc

Implement programs for periodic and transparent feedback on people issues to employees and Leadership; jointly develop plans for action to address emerging issues - and follow-up on actions taken

Training & Development (T&D); Organization Development (OD) interventions:

Discuss with Leadership (including BU Heads) and understand their current and emerging business requirements and how to align talent development programs -addressing them

Develop a focused, outcome-oriented training plan to address defined gaps in talent

Devise, discuss, get a buy-in and roll out development plans to prepare employees for specific roles in future; as needed, involve external experts to support program

Talent Acquisition & Management:

Develop a responsive Talent Acquisition Team (both in-house or through a network of out-sourced service providers) that works to agreed norms of quality, timeliness and quantity

Oversee activities of on-boarding and induction of new talent

Develop programs for improving connect & communication as also bonding among Associates and Leadership; devise innovative and cost-effective events or interventions to improve employee alignment and engagement with Organization; measure and track effectiveness of such interventions

ROI of HR interventions:

Ensure HR interventions are effective; publish USD value of business results effected through HR Interventions

Policies:

Review existing policies (like R&R policy, among others) and effect corrections as needed; fine-tune such that objectives of policies are achieved

Review other policies and make them employee-friendly, administration-friendly and contemporary

Statutory Compliances; Others (IR & Health):

Oversee statutory compliances to meet frequency, accuracy and scope norms; ensure there are no - observations- from regulatory bodies

Develop an intelligence gathering mechanism to keep a tab on issues that may disturb employees and pro-actively initiate actions

Tactical Roles:

Maintain relationships with internal & external stakeholders

Maintain & update contacts with service providers

Key Domain Competencies:

TA, TM, PMS

T&D, OD, C&B; tools, techniques, knowledge of and connects with service providers

Statutory compliances

Drafting and administration of Policies

Key Deliverables:

The Professional would be rated as having done a good job if he has achieved the following in the first year; these are indicative of current pain points and actual KPIs would be defined upon his taking the role

Improvement in employee engagement and their satisfaction

Providing right feedback to employees and Leadership on what can be done to improve productivity

Talent Acquisition

Ensuring retention (current attrition levels are at 7%-to-8%)

Brief Candidate Profile:

Any Graduate; MBA in HR preferable

Preferably 30-to-40 years of age;

Candidates with past work experience in design houses or engineering centres dealing with large headcount of technical staff or knowledge workers

Work with Top Management Team in a very intimate way.