Engage with: HR Business Partners, HR CoE, Management Development, Business Leaders

Department: Human Resources - Distribution

ABOUT THE ROLE

- Anchor and drive strategic People Capability & Experience initiatives across Distribution channels with focus on

- Centralization of frontline and supervisory hiring across distribution

- Building onboarding capabilities to ensure early success.

- Ensure reduction of early attrition

- Talent management and mobility; Talent retention

- Supervisory enablement and accountability

- Facilitate change agenda and new initiatives in different Channels with respective to hiring and onboarding

KEY RESPONSIBILITIES:

Head: Capability & Talent Initiatives Distribution

Centralization of Hiring

- Ensure timely, efficient cost effective models/platforms of hiring are deployed to meet month on month manpower hiring plans

- Creating and implementing talent acquisition strategies for supervisory hiring

- Provide direction to Campus Engagement and Intake program

- Design and deploy best practices in Staffing, leverage social media, deploy "Outreach" to ensure robust pipeline is proactively created for critical roles

- Partnering with HR Channel Heads to track ongoing hiring needs of the different channels.

- Improvise Staffing policies and deploy progressive programs, including automation and creation of workflows

- Defining and driving team to meet and exceed hiring benchmarks relating to time to fill, cost per hire, diversity hiring and hiring manager and candidate experience

- Designing and Deploying innovation solutions to ensure quality of hire is improving

- Define and implement sourcing strategies to create a pipeline of talent for the organization

- Design and drive initiatives to improve offer to join ratio

- Digitise the pre onboarding process

Increasing Retention of New Joiners

- Build diverse mechanisms/touch points to connect with new hires and assess engagement

- Digital enablement to measure early warning signals

- Digital enablement/alternative solutions for measuring 90-120-180 day NPS for new joiners

- Build underwriting unit to improve quality of hire

Building Supervisory Pipeline

- Understanding business expectations

- Identifying the capability needs at Supervisory level and then hiring based on Channel needs

- Build capabilities to improve retention across experience brackets

- Leverage technology to predict early supervisory attrition

Other Projects

- Enhancing Employee Experience across all touch points in a new joiners life cycle ( 0-6 ) months

- Other Responsibilities

- Assist the Distribution Head HR along with HR Channel Heads in preparing the distribution strategy and presenting it to the management

- Translate strategic priorities into actionable initiatives and ensure the right resources are in place, considering both capability and capacity, drive execution, ensure the right KPIs are in place to support the measurement of impact

- Establish a detailed governance rhythm and rigor for tracking channel performance and progress on key people vectors

- Drive insights across channels for root cause analysis with an aim to enhance operational excellence and employee experience

KNOWLEDGE/SKILLS/ABILITIES:

- Conceptualising and executing strategic interventions end to end

- Solution oriented mindset

- Experience in leveraging technology to enable people capability build

- Project Management and execution skills

- Thinks differently

- Strategic Planning and Result Orientation

- Customer Centricity

MEASURES OF SUCCESS

Execution measures:

- Adherence to module completion plan and timelines

- Improvement in quality of hire based on MOS

- Diversity hiring - Meeting MOS

- Reduction in early attrition

- New Hire Success - MOS

- Retention nos for PFM

Leadership measures:

Ability to influence the stakeholders to ensure timely deliveries of their respective deliverables

Impact:

- Talent availability and readiness

- Supervisory enablement

- Early engagement scores

- GPTW scores on Strategic Initiatives

- Digital Enablement of Hiring Strategies