KEY RESPONSIBILITIES  Business Partnering with field Business Leaders   - Devise Hr strategy for the zone in line with the business agenda  - Drive New AADM success   - Participate at the local level strategy forums - ZBC /ZBR for integration of business & support   - Lead the Change Management agenda   - Positively influence the business lead to ensure that he is aligned to the people agenda and also ensure people strategy dovetails with the business strategy  - Coaching and Performance Enablement  Meet all hiring requirements for the zone:  - Develop and deploy an effective Manpower Plan - Hire competent and effective employees  - Ensure that all critical positions in the zone is filled within the TAT  - Train hiring managers on interviewing skills   - Ensure Optimum Hiring Mix - with focus on employee referrals  - Custodian for all central Process adherence & documentation   Employee retention with a focus on ADMs  - Focus on employee engagement activities  - Provide counsel to the business on levers impacting employee retention  - Study attrition trends & take proactive measure to curb the same  - Understand employee & market related dynamics  - Conduct Pulse checks of employee, culture scores, exit interviews, etc. and provide an enabling environment at offices.   - Institute and implement process for inducting and on-boarding new employees  - Partner with the business in making an employee successful and productive  Ensure quality of recruitment:  - Hire and develop relationships with exclusive search firms in the zones, coordinate with Recruitment team at HO to establish relationship with NAUKRI, hire through employee referral  - Manage costs within business plan nos.  - Implement various selection mechanisms (including tests)  - Transfer of assessment skills to MP/P/SMs  Compliance & Culture:   - Driving Supervisory accountability  - Publish Dashboardson culture and compliance  - Drive Cost run cost agenda( monitoring AADM Hiring %)  - Work towards integrating the diverse cultural backgrounds / thoughts of incoming incumbents ( Frontline as well as Leadership ) to Max Life Values and Culture   - Work toward building a Culture aligned with Core values of Orgn. including desgin of Trng. programs  - Conduct systematic culture audits & set actions   - Strategically work towards Build a behavior of Accountability amongst leadership team - pertaining to compliance & Culture Matters  - Work on setting process & preventive initiatives for compliance and overall culture building exercise   - Act as a specialist for appropriate approach /solutions to investigations & complex disciplinary issues   - Liaison with Legal, compliance and Agency Standards for arriving at the Consequence Decision Matrix   Ensuring TATs on closure of various compliance   Organizational Talent & Review  - Conduct the OTR process end to end for the zone  - Identify best bets, succession plans and development plans for top talent  - Execute development plans for talent as per the OTR  - Use a segmented approach to build capability in top talent at RM/OH/APM level   - Build a productive and cost effective organization  - Facilitate identification of development plans   - Facilitate implementation of training calendar  - Implement Minimum Performance Standards for all employee constituents   Culture & Values  - Institutionalize Organizational Values in employees and processes  - Embed effective implementation of Rewards framework, including customer centricity  - Build a culture aligned with the core values of the organization  - Counsel and coach zone leaders on leading on issues relating to culture and value  - Engage with leadership team and employees on building awareness & ownership for compliance  - Conduct investigations and take appropriate action for violation of compliance and disciplinary norms   Maintain harmonious employee relations  - Ensure compliance with all Labour Laws in the zones  - Track and monitor issues related employee groupism  - Drive employee accountability on behavioral issued raised in zone.  - Work with Legal and leadership to proactively close all legal issues arising in the zone  Other Responsibilities:  HR Operations:  - Timely information sharing with HO on various metrics like joinings & resignees, Critical incidence, statutory matters  - Resolution of employee issues regarding compensation, joining and exit formalities   - Conduct sessions on BRE   - Liaison with HO / Central functions on any matters & Follow ups to ensure prompt resolution of issues.   Performance & Compensation Management:  - Oversee implementation of annual performance appraisal process in order to ensure timely completion of performance management cycle.  - Drive moderation of ratings for the assigned Channel and assist the Channel Head in making promotion decisions  - Support business in decision making (Fitment) & allocation of compensation quantum for assigned Channel. Effectively use JE (Job Evaluation) and Market benchmarks  - Deploy and monitor effectiveness of Performance review process and compensation actions  - Implementation of MPS.  Providing information to HR team and GO Business Managers on competition, industry trends to facilitate effective decision making  Measures of Success:  - Plan Vs Actual for Recruitment, Cost, TAT, manmonths  - Attrition rates vis-a-vis last year; industry   - 85% retention of G2M2 performers  - % Talent promoted internally  - Cost Vs Productivity  - Capability Building initiatives;   - Employee Engagement Scores   - Business & Employee feedback  - Adherence to timelines/ bell curving guidelines  - Proactively addressing employee complaints  - High rating in areas such as compliance and Audit   Key Relationships (Internal /External)  Internal :  - Sales leadership (Including Head of Agency)  - Other Zonal HR teams   - Regional HR teams   - HR Operations   - Corporate HR  - BPMA team   - Legal & Compliance Team  - Internal Audit team  External:  - Vendors   Key competencies/skills required  1. High on analytical skills   2. Functional knowledge of HR  3. Impact & Influencing Skills   4. Result Orientation  5. Working with & Through Others  6. Business Partnership Skills  Desired qualification and experience  - Post / Business Graduate in HR  - At least 10-12 years of related experience  - Ability to add value to the business from an HR perspective  - Strong strategic capability in the area of sales HR   - Ability to build strong relationships with business managers  - Good all round and in depth experience in functional areas of HR

Kolkata

Max Life Insurance - Assistant Vice President - Human Resources 

Max Life Insurance - Assistant Vice President - Human Resources  ,Job Description for Max Life Insurance - Assistant Vice President - Human Resources  in Max Life Insurance in  Kolkata for (10-12) years of experience. Apply Now!

Job Description for Max Life Insurance - Assistant Vice President - Human Resources  in Max Life Insurance in  Kolkata for (10-12) years of experience. Apply Now!