PURPOSE OF THE ROLE The Sr. Manager BHR based in the Business HR function and reporting to the DGM HR role. This role will lead the Business HR. As a Strategic Business HR Lead you will drive the execution of HR strategies & plans, policies and processes related to workforce productivity, talent attraction, employee engagement, capability building, and talent management within the business unit / region; drive operational efficiencies related to productivity, people policies &amp; practices, employee engagement and regional HR issues to improve business outcome. Work to institutionalize processes outlined by policies - Partner with the business to drive short-term and long-term Talent Strategy - Create, customize &amp; drive execution of HR strategies &amp; plans, in alignment with the business units goals - Drive Transformational HR interventions - Lead &amp; mentor a team of BHR Partners to effectively deliver against the evolving business needs - Effectively manage workforce productivity You will be based in Mumbai with need-based travel to Pune / Mumbai / Delhi / Kolkata / Bangalore / Chennai / Hyderabad. KEY RESPOSNIBILITIES- 1. Support Transformation Play a key role in ensuring projects (change initiatives) meet objectives on time and on budget by increasing employee adoption and usage. This profile will focus on the people side of change, including changes to business processes, systems and technology, job roles and organization structures. The primary responsibility will be to identify and drive key HR projects (Design Thinking approach), driving change management and plans that maximize employee adoption and usage and minimize resistance. Will work to drive faster adoption, higher ultimate utilization of and proficiency with the changes that impact employees. 2. Planning &amp; Budgeting Prepare Annual Operating Plan (AOP) in consultation with the business head. Provide inputs on policy changes required within business line to Corporate HR; Plan, review and study metrics received on various factors like workforce head count and cost outlook and the approved AOP, employee engagement, attrition, headcounts, contract staffing cost and headcount, investments required in employees etc; Review and provide inputs for the corporate budget planning and HR budget based on the above metrics, Track and review the cost vs AOP across various metrics; Review the finalization of budget and seek approvals; Track adherence to budget and take corrective actions in case of deviations 3. Talent Acquisition Participate in forecasting of manpower requirements for the year and per quarter based on business needs, projected attrition and expected location movements; Liaise with business to ensure that manpower is in line with pyramid structure; Provide inputs into recruitment plan development including fresher to lateral hire mix, channels to be used etc.; Interview candidates for positions and assess candidate fitment into role and organization; Review the weekly reports and seek inputs in case of major abnormalities; Resolve recruitment related escalated issues 4. Compensation &amp; Benefits Provide inputs to the Corporate Compensation team to draft compensation and benefits strategy &amp; budget; Recommend changes to the strategy keeping in mind business and market conditions; Drive the development &amp; execution of the variable pay plan in the BU; Drive execution of corporate norms; Supervise team in meeting all compliance requirements; Monitor corrective actions on compliance as required 5. Performance Management Institutionalize PMS framework within business lines and support completion; Trouble shoot on normalization; Monitor to ensure that promotions are in line with defined policies; Liaise with segment heads to drive closure; Get involved in normalization if it not in line with corporate guidelines 6. Employee Engagement / Productivity Measurement Track effectiveness of initiatives undertaken. Track and monitor performance/ productivity measures of employees; Plan and drive implementation of initiatives based on scores; Track effectiveness of initiatives undertaken 7. Talent Management Develop and execute an effective talent management plan in line with key imperatives &amp; long-term strategy of the business that caters to present and future requirements of talent in the business. Advise leaders and managers on critical talent management and retention to continuously enhance the organization profile. Collaborate with Managers to create and offer career opportunities that supports meritocracy &amp; organization design principles of the organization. 8. Managerial Capability &amp; Skill Transformation 1. Create &amp; drive implementation of corporate training programs; Collaborate with the business and with Corporate L&amp;D team to determine training needs. Conceptualize and execute custom training programs in line with business requirements. - Work with the Business, TM, and L&amp;D Leadership to create the Leadership Development plan in line with the organizations vision and execute it. - In partnership with learning partners, design &amp;/or execute high quality learning interventions to address new / specific development needs both groups &amp; individuals Towards enrichment of the role, the role responsibility may include anchoring of key initiatives like Employee Induction, facilitate managerial / Behavioral Skills Workshops QUALIFICATION &amp; EXPERIENCE - Led or been part of HR Transformational/Change Management projects earlier (Preferred) - Be a consultant &amp; trusted advisor to business leaders using deep knowledge of HR functional areas - Ability to learn and deliver in a mature but complex organization - Understanding of business flow and ability to work closely with critical Business Stakeholders - Self-sufficient, capable of identifying key issues and priorities and focusing on these to deliver required results with minimal direction and supervision. - Ability to lead and guide a team of 3 Business HRs - Ability to collaborate across levels and geographies - Strong communication and presentation skills - Able to identify problems and significantly improve, change, or adapt existing methods and techniques - Experience in other geographies besides India in any HR discipline is desirable. Education: Post-Graduate in HR / OD is a Must (2-year full-time program from Premier Institute preferred) Experience: 8+ years post qualification experience in HR. Minimum 2 years experience in Business HR Team Lead role

Mumbai

Senior Manager - Business HR - IT/Telecom - XLRI/TISS/FMS/MDI 

Senior Manager - Business HR - IT/Telecom - XLRI/TISS/FMS/MDI  ,Job Description for Senior Manager - Business HR - IT/Telecom - XLRI/TISS/FMS/MDI  in Applied Work Dynamics in  Mumbai for (7-15) years of experience. Apply Now!

Job Description for Senior Manager - Business HR - IT/Telecom - XLRI/TISS/FMS/MDI  in Applied Work Dynamics in  Mumbai for (7-15) years of experience. Apply Now!