At the strategic level, responsible for leading & driving initiatives focused around :

1. Building & sustaining a strong culture in the organization

2. High Employee Engagement (which is directly linked to business success and thereby customer delight)

3. Organization development - Major Change initiatives proactively planned as per business need

4. Anticipating & leading key people & Organization structure & process changes as per changing business needs

5. Capability Building

At the operations level, to plan & ensure implementation of:

1. All HR operations for the circle

2. The standardized manner of executing Key/Critical processes that delight

3. Reviewing & monitoring consistency of outputs delivered by all HR verticals / touch-points

Deliverables

1. Financial Perspective

a. Ensure Strategic perspective & Cutting edge retained at Circle despite Cost optimization initiatives

b. HR Opex:

i. Review & Ensure strict adherence to Circle Personnel & Admin Budgets

ii. Encourage robust action-planning and best-practice sharing along with implementations in order to keep Opex in control

c. Closely monitoring & Reviewing implementation of manpower strategy including recruitment, retaining, Succession / bench-planning, keeping in mind productivity at circle level, hence ensuring that corrections/interventions are made timely & effectively Reviewing & ensuring that the HR & Business related HR KPIs are adhered to as committed in the approved Circle Annual Operating Plans (AOP)

2. Customer Perspective

a. Ensuring Credibility & Internal Customer Satisfaction through timely delivery of HR SLAs to Circle and East Hub

b. Ensuring high Employee Engagement and Lead the development of Gallup Action / Impact plans along with continuous Reviewing & Monitoring to guarantee an effective plan rollout

c. Leading & Driving a culture of sensitivity and Customer-orientation at every HR touch point

d. Monitor, Review & ensure best-practice sharing & Implementations

e. Build RIGHT partnerships with Vendors, partners, agencies and Leverage them to uniformly meet business needs

f. Lead development of Recruitment strategies based on business requirements and within SLAs agreed. Review implementation on daily basis - and make corrections/interventions wherever required, to ensure effectivity of process/activity retained

g. Setup RIGHT standards/benchmarks & ensure assigning the right role to employees - best person for the role - keeping in view business requirements/challenges as well as employee aspirations

h. Lead formulation & implementation of key strategies to ensure retention of key and critical resources

i. Proactively ensure that Critical roles have Succession plans / Bench-plans ready at all times

3. Process Perspective

a. Build & Implement scalable, standardised & sustainable systems & processes

b. Leading & Driving Innovation, Creativity & E-enablement in key HR systems and processes - with an aim to - delight- Internal customers

c. Ensuring statutory requirements are tracked and adhered to PMS Process: Review rollout & implementation of the Performance Management system as per schedule, process and intensity/vigor identified

4. People & Organization Development

a. Creating a performance oriented culture by devising strategies / policies / integration into development processes

b. Organization Scalability at Circle: Anticipating & Leading Organisational Structural changes and managing impact on People, Systems & Processes, both at strategic & operational level

d. Training & Development: Ensure development needs are mapped and development plans / Career plans actioned. Review status of Training needs analysis and Calendar implementation as per process

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