Senior Manager - HR Business Partner - Insurance

My client is known Life Insurance Company. Headquartered at Mumbai, the company has its Zonal Office at Chennai. Business Partner HR (Zonal HR) would be based in the Zonal Office and would report to the Head TM and TA

PURPOSE OF THE ROLE:

The purpose of this role is to take the ownership of Zonal HR function as a Business Partner, leading OD & Strategic initiative for the company along with managing the Manpower Requirements of the Zone.

Other key responsibilities include

- To contribute towards the Zonal goal of aligning employees to the goal of the organization, by having the right person in the right job.

- Streamlining Processes, Mapping Talent and having best practice policies, across the zone.

- To build, the organizational competencies and have motivated employees, for achieving higher performances.

1. HR Systems & Policies:

Developing, Deploying, Monitoring, and adherence to HR Systems and HR policies in the Zone companies.

2 Organizational Development :

- Create a learning environment & bringing in best practices from across industries and incorporate competencies and development initiatives into the performance management process.

- Update and keep the management abreast with the current - Organization Development Practices and provide solutions to fit our organizations.

- Provide guidance, consulting and learning development expertise throughout the organization.

- Ensures effective engagement measurement, data analysis, and implementation of actions to support and improve engagement throughout the organization.

- Develop and engage Career Growth planning.

3. Strategy :

- Provide coordination and technical expertise to ensure effective management of the strategic initiatives ensure effective implementation.

- Guide the Zonal team on conducting environmental analysis, (Internal & External), arrive at the SWOT, broad Strategies.

- Work with the Strategy team in building Strategy Map and strategic plan for Zone in consultation with the Zonal Leadership Team

4. Balanced Scorecard :

- Implementing Balanced Scorecard for the Zone.

- Implement Performance Management System using Balanced Scorecard and link the BSC with the Department / Function wise doable.

- Cascade the Balanced Scorecard for the Region

- Finalising Individual Scorecards.

- Conducting BSC Workshops.

- Develop HR Scorecard/Dashboard for Assessing and Reporting HR's Impact on Your Zonal Bottom Line.

5. Organization Structure & Manpower Planning :

- Develop & Implement Systems, Processes & Organizational Structures (aligned to the Strategic Plans of the organization)

- To develop the Structure Decision Matrix.

6. Change Management:

- Developing and Cascading Change management Programs and bringing in a change of Working styles and synergies and aligning and exposing the workforce to newer, refined and best practices.

- Recommends changes and adjustments to continually align performance management with learning and development.

7. Performance Management System :

- Being the facilitator of the Quarterly Review Process

- Ensuring the PMS is deployed, monitored and adhered to, in all regions.

- Management of BSC driven Performance Management Framework.

8. Competency Framework/Assessment :

- Development of the Competency Framework and upkeep of the same.

- Facilitating the Development of tools for the assessment of the competencies

- Competency Manual-keeping consistently updated with version controls.

9. Learning & Development :

Creating and developing frameworks for facilitating in-house training programs for building the scalability of the employees

10. Talent Management :

HIPO/LOWPO grid and laying down the roadmap for career paths of the HIPOs. Effective second in lines thereby creating a pipeline of competent workforce

11 Employee Engagement:

Provide and create a framework for individual companies to ensure that employees at operational and support function level have sense of commitment & ownership.

Coordinate with HR Operations to create an environment and ambiance wherein employees are enthused and in turn work towards higher productivity.

12 Reward Management:

Streamlining, Developing and having a uniform appraisal system wherein performances are directly linked to the goals and having a reward system which commensurates with the same.

Building systems wherein performance & compensation are measured and rewarded.