Mahindra Finance - Business HR Role

HR - Business

HR Partnering :

Contribute to implementation of BU HR strategy in the respective business unit/ functions to ensure that business needs are met:

- Undertake frequent discussions with business leaders to understand function specific challenges and priority areas; Provide recommendations basis the same to HR Head/ LBHR/ COE etc.

- Act as a solution provider to resolve HR challenges, including manpower planning engagement, attrition, etc.

- Implement new initiatives in respective verticals by ensuring minimal disruption to business as usual and ensuring adherence to budget and timelines.

- Drive adequate communication to build buy in and manage ground level changes.

Co-Design and implement best in class organization structure & manpower plan that caters to business needs:

- Analyse the structure and manpower as per dynamic business needs & understand business data trends to identify need for change.

- Work with Lead HRBP & COE to build a case for change, set design principles and validate the same with business.

- Drive annual strategic workforce planning by undertaking discussions with Business leaders & explore opportunities for optimization.

Drive Recruitment & On boarding for seamless business operations: -

- Forecasts vacancies and trigger talent acquisition processes

- Create/ review job description and ensure validation from Line Managers

- Drive smooth execution of recruitment and on boarding process.

- Work closely with the Business Heads & Lead BHR in the creation of manpower budget & deployment of manpower.

- Ensuring manpower availability within approved SLA by utilizing different sources of hiring

- Drive the IJP Program across the country to provide the opportunity to the internal talent pool.

- Ensuring pre & post onboarding for creating a better candidate experience

- Preparing dashboards to assess the effectiveness of the recruitment & onboarding function.

Identify and ensure fulfilment of behavioral and functional capability development needs of employees in line with business needs: -

- Facilitate with L&OD team to create/ review functional competency framework for the respective business vertical as per the defined framework.

- Identify the training needs/critical competencies basis understanding of business priorities and discussions with line managers.

- Build awareness for training & ensure all employees are aligned with the training programs to the business priorities.

- Facilitate with L&OD team to analyse effectiveness of training programs and present to business.

Implement talent management processes at the business/ functional level to ensure continuous identification and development of high-potential talent: -

- Identify critical roles as per the defined guidelines and collaborate with talent management team for creation of robust succession plan.

- Initiate discussions with respective Business Heads to validate successors & their readiness for all positions based on pre-defined guidelines.

- Facilitate discussion between Manager & Employee for IDAP preparation, providing inputs to Managers basis performance data; ensure IDAPs are made as per the guidelines and track progress.

Employee Lifecycle Activities & others:

- Ensure employee queries are addressed in a prompt manner and escalate to DH, LBHR or senior management where applicable.

- Manage critical Employee lifecycle activities w r t. transfer, confirmation, grievance management, disciplinary etc.

Drive the annual performance appraisal process in the business / function basis COE direction in strict adherence to the specified timelines:

- Facilitate cascade of goal sheets to teams and ensure alignment with the overall goal sheet.

- Prepare & educate managers on system, process, and tools.

- Undertake goal sheet audit and escalate deviations if any.

- Tracking and maintaining performance data

- Ensuring timely completion of Annual appraisal and Moderation/Normalization in discussion with Lead BHR & COE

- Enabling automation of productivity dashboard & process of measuring productivity for necessary recognition

- Tracking and execution of PIP process as per guidelines. Exception management of specially recommended cases.

Diversity & Inclusion

- Maintaining and improving the D&I quotient in the vertical through retention, engagement, and sourcing of meritorious candidates.

- Sensitizing the line managers on D&I initiatives and subject

- Driving various initiatives of D&I in the vertical

Employee Engagement & Wellness

- Collaborate with Lead Business HR to analyse data and impact of engagement activities to ensure continuous improvements in the engagement scores for the business.

- Ensure Rewards and Recognition measures are aligned to people priorities.

- Conceptualize and implement various focused initiatives for vertical to address the engagement initiatives.

- Driving the R&R for the vertical PAN India.

- Implementing various communication programs for the vertical

- Analysis of attrition and retention management

Additional Support to Business:

- To assist Businesses in decision making by providing data & analysis. (Data Analytics)

- Digitisation and Automation

- Market Benchmarking & Innovation in existing Policies & Processes