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22/09 Dickson Pereira
CEO at Exceed Consulting

Views:1404 Applications:388 Rec. Actions:Recruiter Actions:36

HR Business Partner - Regional Sales Workforce - Bank (3-7 yrs)

Mumbai/Pune/Jaipur/Ahmedabad/MP Job Code: 1159230

HR Business Partner Regional-Sales workforce


Our Client, a Leading Private Bank is looking at HR Business Partner for Regional-Sales workforce to be based at Mumbai, Jaipur, Pune, Indore and Ahmedabad.

Job Purpose :

- To establish the HRBP Framework of the Region at the highest quality through execution excellence by partnering with business stakeholders and employees in sales workforce in region.

Job Responsibilities :

- Employee Life Cycle Management -Ensure Quality Employee Lifecycle Processes

- Implement Employee Lifecycle Management Processes (Processes post Recruitment Step) at the Highest Quality and within TATs for the Region in collaboration with Supervisors, TA Team, HR Ops Team, ER Team and other Corporate HR Team for sales workforce.

- Ensure that HR Systems are updated with accurate employee data and process data for employee lifecycle management -Joining, Transfers, Confirmation, Elevations, Exits.(Entire life cycle management)

- Measure, Report and Analyze the Delivery Quality & TAT Adherence of LCM Processes on a Monthly Basis (Through Process Scorecards)

- Enabling Performance

- Create a Meritocracy oriented work culture by driving the PMS process and implementing quality R&R programs to ensure Productivity, Recognition & Retention.

- Implement PMS - Drive career building culture through engagement, grooming initiatives for sales workforce. With subsequent target for retention, development and elevation to mainstream roles in bank.

- Build Supervisors' and employees' awareness and understanding about the PMS. And Career elevation opportunity for sales workforce to mainstream roles

- Facilitate to complete the various PMS process steps in a timely and compliant manner

- Implement Recognition/Awards frameworks so as to build an "Appreciative Culture" across sales workforce.

- Work with the Line Supervisors and other Stakeholders to analyze and improve PLP effectiveness and coverage. Enabling performance culture and retention.

- Identify Performance Issues at Individual and Team Levels on an ongoing basis and drive timely interventions to address these pro-actively

- Talent Management & Capability Building (Productivity, Incentive, Recognition, Grooming, Development of sales workforce)

- Implement the Capability Development and Career Progression Interventions for the identified Segments of Employees in sales workforce at the Region like Hi-Pots, Young Talent for elevation.

- Ensure Grooming and learning initiatives for all employees as a mechanism for Capability Development, Talent Mobility across Verticals/Businesses

- Facilitate Employee Movements/Transfers as per elevation framework.

- Facilitate Staffing decisions for the new roles or vacancy roles in close collaboration with TA Team and Line Supervisors.

Employee Engagement & Retention -Increase employee retention and elevation into mainstream roles

- Monitor and drive the Employee Retention Interventions

- Regular implementation of Employee Communication & Connect Programs coverage (Communication between - Employee to HR, HR to Employee, Employee to Leadership, Leadership to Employees)

- Identify Teams and Themes that need intervention at the Region.

- Effectively Manage the Employee Escalations at the Region jointly with ER team and line managers

- Design and Implement Mass Engagement interventions at the Region to bring Employees from various backgrounds together and to enhance their emotional connect with the organization

- Implement special interventions for Grooming and fast pacing career for sales officer to mainstream role through engagement, development and career management processes.

- Implement EVP and Culture Interventions

- Work closely with other HR Functions - Talent Acquisition, Talent Management & OE etc. to enhance employee experience, retention and career progression

- Implement centrally driven HR initiatives in the region

- Ensure TAT and Quality are maintained for Centrally driven HR projects/ initiatives and HR operations.

- Participate in the National level initiatives

- Provide inputs to COEs and other Central Teams to enhance the effectiveness and efficiency of HR Processes

Women-friendly workplace:

Maternity and Paternity Benefits

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