Role : AGM Human Resources - Indore - Idea Cellular Infrastructure Services Limited

Job Purpose:

- Partner actively with business heads and their direct reports/roll up reports to understand ongoing HR needs, anticipate and provide timely solutions on all people matters.

- To work at an operational level with multiple stakeholders and to oversee the implementation and delivery of key HR initiatives/processes as the key interface between professional HR and the business in operational Centers.

Job Context & Major Challenges:

Job Context:

Telecom towers are key assets for telecom operations and they also form an important source for revenue by targeting external tenancies.

With an increased focus on building network infrastructure to increase external tenancies, improve operational efficiencies and decrease operational expenditure, it is evident to HR function that the key to success is to partner actively with business heads and other stakeholders to understand ongoing HR needs, anticipate and provide timely solutions on people matters & hence, the core responsibility of HR Business Partner.

Major Challenges:

- To partner with HR colleagues and key stakeholders and leaders to deliver a HR service in line with the needs and priorities of the business.

- Translate business requirements into effective HR practices across Centers, delivering people solutions aligned to business objectives.

- Influence Management and Leadership around the people agenda and issues.

- Responsible for recruitment; Talent management; HR Business Partnering & Employee Relations.

Key Result Areas/Accountabilities and Supporting Actions:

Recruitment & Selection :

- Plan and implement recruitment initiatives to support the manpower plans of the unit

- Play a hands on role in managing the end-to-end process of attracting and on-boarding the - right- talent internally / external, thereby fulfilling staffing requirements on-time.

- Collaborate closely with Corp HR team in delivering specific recruiting campaigns and report on progress on a regular basis.

- Select, appoint, and manage third party vendors; manage supplier relationships; and ensure vendor performance metrics are appropriately monitored.

- Take responsibility for the results of staffing objectives by reducing time-to-fill and cost-per-hire and increasing quality of hire.

- Build and maintain a vast network of professional relationships over a period of time.

- Prepare, review & monitor Annual Manpower Planning and Staffing Budget for ensuring productivity norms. Create the HR manpower cost budget for the year.

Talent Management & HR Operations :

- Facilitate in identifying, nurturing and deploying talent effectively as part of Talent Development & Deployment.

- Partner with the Business Heads and MDF team to build people capability through various MDF interventions.

- Liaise in coordination of succession planning, key talent/high- potential development, and performance management to achieve business goals and create an internal bench of top talent

- Coordinate and direct all activities related to HR Operations (HR Ops) according to established guidelines.

- Develop and drive Employee Engagement Initiatives as per the needs.

- Review and improve Operational Efficiency and Attrition Management.

- Ensure Career Discussions between employees and managers such that meaningful career path is established.

- Ensure Appraisal process is conducted in such a manner that the process is implemented with maintaining quality in discussions and goal design.

Stakeholder management :

- Foster and maintain strong internal relationships with key HR and business leaders.

- Ensure that current and future business needs are captured in the development and implementation of HR strategies or plans and that all projects and deliverable s are aligned with strategic objectives

Employee Relations :

- Coordinate and direct all employee relations activities.

- Handle grievances and provide guidance and recommendations for problem resolution.

HR Communications :

- Support HR communications in areas such as employee benefits, organization health, etc.

- Coordinate HR communication efforts and planning activities for key HR programs, processes and initiative

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