Senior Manager - HR Business Partner - Sales Business Unit

Senior Manager - HR Business Partner - Sales BU

1. Planning & 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

2. 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

3. Compensation & Benefits :

- Provide inputs to the Corporate Compensation team to draft compensation and benefits strategy & budget; Recommend changes to the strategy keeping in mind business and market conditions; Drive the development & 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

4. Performance Management :

- Institutionalize PMP 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

5. Talent Management & Engagement :

- Develop and execute an effective talent management plan in line with key imperatives & 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 & organization design principles of the organization.

6. Global Region HR Support :

- Support the development and execution of the region's People strategy. Drive employee experience and engagement in the APAC region;

- Supporting and implementing ways to improve both the employees' and the organisation's performance as well as enhancing Internal Customer experience;

- Active involvement in Global HR projects - responsible for driving the successful implementation of projects across different countries, regions and functions;

- Regulatory and Statutory Compliance for all employment related matters.

- Provide customer insights on effectiveness of various HR programs and functions operating in the APAC region such as Talent Acquisition and HR Shared Services;

- Continually assess the effectiveness of HR Programmes;

- Proactively identifying issues and suggesting alternatives as required;

- Co-develop plans and interventions to improve employee experience based on the results of NPS survey;

- Co-lead the execution of Great Place to Work and

- Wellness Programs in the Countries identified to be Great Workplaces.

- Collaborate with and assist Business HR team on specific projects. Actively participating in the development of global employee policies and HR Information Systems fit for purpose - to ensure regional flavor and requirements are being met.