Head - Human Resources - BFS

Business/Financials

Strategy Formulation and Implementation

- Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.

- Implements human resources strategies by establishing department accountabilities, including talent acquisition, employee Life cycle, compensation and benefits, learning and development, talent management, safety and health, succession planning & employee relations.

- Designs and drives all human resource activities through the employee life cycle of recruitment, development, rewards, compliance and employee experience

- Implement fair employment practices, diversity and inclusion initiatives that meet the needs of the organization

- Develops and implements a sound Human Resource framework in compliance with regulatory requirements

Budgets

- Approve and monitor manpower budget in terms of number and cost across the Organization along with the respective Functional Heads.

- Monitors and controls expenses (Opex and Capex) to ensure operational and financial efficiency without compromising people experience and expectations

- Drives a cost-saving culture across all areas of Human Resource Operations by identifying digital solutions

- Direct the HR teams in the design, implementation and administration of compensation programs & career frameworks, as per the regulatory changes.

- Initiates and co-ordinates the formulation of strategy and annual budgets for Human Resource sub-functions and monitors progress towards their achievement

- Engages senior management teams and various Board Committees to develop short, medium, and long-term plans and cost projections for the organization

Customer (Both Internal & External)

- Advocates Organizational values and ensures creation of a culture and environment where employees are "engaged" and demonstrate values through action that is visible to end customer

- Maintain effective internal communication & branding thereby informing relevant stakeholders on organizational / people issues.

- Approve vendor and service partners related to all people practices of the organization

- Design and deliver robust Performance and talent management frameworks that will ensure employee satisfaction and fulfill professional growth aspirations of employees.

- Provides advice to top management based on deep HR subject matter expertise on people related matters.

- Bridge management and employee relations by addressing demands, grievances or other issues

- Launch employee surveys to gauge satisfaction levels and utilize the data to improve processes, benefits and development of employees.

Internal Process

- Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource and learning management systems

- Identify bottlenecks in HR processes that interfere with the employee experience

- Monitors and ensures the organizations compliance with Labour Laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance

- Guides management and employee actions by researching, developing, and updating policies, procedures and guidelines; communicating and enforcing organization values.

- Approve / Design, lead and implement company-wide programs and initiatives on people policies and practices in collaboration with internal and external stakeholders.

- Develop a framework for disciplinary action and accountability in consultation with the Head of Legal, Compliance, Risk and Audit departments that will result in ethical professional conduct at the workplace and with customer.

- Oversee adherence to all compliance requirements during the preparation and submission of reports and filings to the regulators

- Oversee leadership and sensitive roles hiring for all critical roles in the Bank structure within defined timelines

- Present various people related analysis and data across NRC, NHRC and other Board committees

Innovation & Learning

- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources; applies this knowledge to communicate changes in policy, practice, and resources to employees and management.

- Monitors the knowledge levels and identifies skills gaps of the HR team and puts in place a continuous development initiatives for the organization and HR Department

- Identify sensitive roles and creates back-ups to ensure uninterrupted operations across the organization

- Design innovative measure to attract, develop and retain talent

- Supervises the performance of employees and conduct their annual performance appraisal.

- Identify various areas to improve efficiencies in the department and engage technology solution to improve productivity especially in transactional job areas and enhance employee experience

- Build powerful networks with various industry bodies to imbibe and share best practices

- Represent the organization across various forums

V. MINIMUM REQUIREMENTS OF KNOWLEDGE & SKILLS

Educational

Qualifications

- MBA/PGDBM-HR or Post Graduation in any other specialization

Experience (Years and Core Experience Type)

- 20-25 years of experience with at least 10-12 years Human Resource management in a design or leadership role

Certifications - NA

Functional Skills - Knowledge of various HR areas such Compensation and benefits, Talent Management, Learning and Development, Employee Relations, Talent Acquisition etc enough to provide oversight

- Know-how of HRMS (Human Resource Management System) and Learning Management System) software.

- Knowledge of employment laws and regulations preferred but not compulsory

Behavioral Skills - Interpersonal skills to effectively manage, interact, negotiate, and communicate with employees.

- Grit and perseverance to lead the HR team and oversee all organization's operations.

- Strong problem-solving and decision-making skills that ensure successful human resources management.

- Planning and Time management skills to handle multiple projects simultaneously and prioritize accordingly.

- Strong written communication skills to maintain large amounts of data and paperwork.

- Knowledge and ability to communicate company policies and enforce decisions within their authority.

- Strong understanding of Digital in Human Resource solutions

Competencies

- Cultivating Networks and Partnerships

- Strategic Influence

- Coaching and Developing Others

- Driving Execution

- Sharing Responsibility

- Establishing Strategic Direction

- Building Organizational Talent

- Emotional Intelligence Essentials

- Leading Change

VI. KEY INTERACTIONS INTERNAL EXTERNAL

All Business, Support and Control Functions

Board

MD/CEO

External Stakeholders

Regulators

Networking bodies & HR Forums

Consultants