The role of Zonal HRBP at Lenskart is to drive people initiatives across the zone, partnering with business teams, to ensure uniform people practices are driven and executed. The role will be responsible for managing entire employee life-cycle, except hiring and recruitment, with an ultimate objective of employee delight. The incumbent will be responsible for managing an employee base of appx. 500+ employees spread across 5 states in South (AP, TG, TN, KA, KL), over 200+ stores, with an overall business volume of 200+ Crores. Team Size - 1 KEY PERFORMANCE INDICATORS: 1. On-boarding and Induction: - Creating new employee joining delight through execution of planned induction across levels - Conducting induction programs and basic trainings for the new joinees - Hand-holding new joinees for successful assimilation to the organizational and zonal culture 2. Talent Development: - Driving LEAD (Lenskart Education and Development Program) for internal growth opportunities for employees. - Ensuring the good talent is recognized and rewarded by overviewing their growth in the organization. - Instill practices which help in the capability development of the team. These will include trainings related to business policies, operations and skill development. - Build a structured succession planning for store and zone leadership roles. - Manage employee transfers based on business and cost impact. 3. Performance Management System - Driving employee confirmation, performance development plan during the year to drive performance and merit. - Spearheading end-to-end annual Performance Management Process to identify top talent and low performing talent in the team. - Ensure process adherence to periodic appraisals at the manager and team level. - Working with managers to refine and streamline the ratings and feedback processes by making them more efficient, objective and transparent. - Closing the appraisal discussion with Business Heads as per organization norms. - Working with business to finalize annual compensation revision budget.- 4. Employee Engagement/Employee Relations: - Driving one-to-one and one-to-many conversations with employees to improve engagement and drive connect. - Responsible to take new initiatives, finding new ways of engaging with employees. - Organizing - fun activities- for team- and create employee engagement policies and rewards for the assigned region, based on the defined budget. - Responsible for designing rewards system based on performance and continuous recognition of employees to overcome the attrition rate. - Conduct on-going training for the employees on key issues and trends. - Actively be a part of POSH (Anti-Sexual Harassment) Committee, take care of such cases, investigate them, discuss with committee members and conclude with decisions. - Proactive visits to the stores in the assigned region to understand and resolve the concerns of employees within stipulated time - Drive 100% coverage on policy awareness with the employees- and partnering with leadership to resolve complex employee relations issues. - Formulating Rewards & Recognitions schemes based on performance management. Managing Rewards & Recognition Program and the budget to ensure fair treatment for all the employees. 5. Employee Manning and Budgeting: - Ensure employees are accurately mapped to store, to manage P&L of individual stores and overall region and zone. - Constantly monitor, check and review employment cost as a % to sales and drive initiatives to reduce the overall manpower cost, with key people manning and movement decisions. - Consulting with assigned leaders to determine current and future talent needs and create and implement workforce planning and AOPs. 6. Attrition Management: - Detailed analysis of reasons for attrition and drive action plans across teams, to understand the pattern to reduce attrition. - Drive retention conversations to retain employees. - Ability to predict attrition proactively and taking necessary steps to control the same. - Minimize the unwanted attrition of good performing talent. - Ensure improvement or replacement of low performing talent - Monitor team feedback to pro-actively manage satisfaction level of the employees. - Conduct exit interviews with exiting employees to understand the pattern of exits and drive action plans to curb further attrition. 7. Payroll & F&F: - Preparing monthly dashboard and payroll input for the employees. - Ensuring attendance exceptions are formally approved, based on defined rules. - Timely inputs on F&F to ensure payout within stipulated and defined timelines.

Bangalore

Lenskart - Zonal HR Business Partner 

Lenskart - Zonal HR Business Partner  ,Job Description for Lenskart - Zonal HR Business Partner  in Lenskart in  Bangalore for (3-8) years of experience. Apply Now!

Job Description for Lenskart - Zonal HR Business Partner  in Lenskart in  Bangalore for (3-8) years of experience. Apply Now!