Team Member Position Description - Sr Manager People &amp; Capability Position Title: Senior Manager, People &amp; Capability - Function: People &amp; Capability Direct Report Position Titles: HR BP, HR Adviser Primary Purpose: Key statements that describe the main purpose of the position i.e. What is done; Why is it done; and How is it done. - Develop and implement a National Office People Plan aligned to the broader Kmart People Plan to drive business improvements to enable Kmart to achieve its business objectives - Partner with the Senior Leaders, dedicated client group within the Bangalore Office, ensuring successful delivery of strategic and operational HR objectives &amp; initiatives - Lead and coach HR BP Bangalore Office, business leaders and HR Adviser, India to deliver the HR people priorities - Identify future functional capability needs, sourcing external talent, building succession plans, deploying capability programs, coaching for performance and managing people-related change. - Drive the success of the people priorities to support the expansion of the business - Drive improvement in core HR metrics Preferred Formal Education/Qualifications: - 15 years or greater generalist HR experience at a management level in a retail or similar fast paced environment with MBA in HR - Tertiary qualifications in HR or business-related discipline highly regarded. - Knowledge, skills and exposure to HR best practice and methods and market trends Work Experience: - Demonstrated skills in leadership, relationship building, communication, negotiation, decision making, influencing, coaching and teamwork. - Experience in influencing key business decisions; contributing to organisational leadership - Trusted advisor and can build strong relationships with senior leaders - Experience managing multiple tasks and stakeholders in a fast-paced environment Skills/Knowledge/Abilities/Technology Used: - Simultaneous delivery of multiple projects/change - Sound understanding of relevant workplace / employment legislation - Strong drive for results - Ability to think creatively and solve complex issues - Commercial awareness and business focus - Strong team player and able to collaborate with others to achieve goals - Ability to think strategically and operationally Position Scope Area of Accountability Key Responsibilities &amp; Deliverables Performance Measures &amp; Targets Business Partnering - Contribute to the Kmart HR strategy and ensuring effective implementation of key people priorities out of this - Take a lead role in actively driving the National office culture, safety, health and well being by coaching line managers in delivering their people related responsibilities to grow both their own capability and the capability of their teams - Capacity to be an effective and positive change agent, continually evaluating and championing innovation. - First point of contact for Senior Leaders on all HR matters - End-to-end accountability for HR processes within client group - Working collaboratively with HR centers of excellence to drive initiatives across the client group - Building trusting relationships with stakeholders - Consulting on resource requests, organisational design and remuneration frameworks - Identifying future functional capability needs - Providing counsel on key functional decisions with an HR lens - Ensure each function has robust succession plans in place - Coaching Sr leaders for performance and managing people-related change - Advise and challenge the business as required on the people related aspect of their business agenda - Develop and implement a National office people plan utilizing outputs from measurement tools that resonate with all team members and leaders to ensure they have a better employee experience - Work closely with the leaders to design and drive the success of the people priorities to support the global expansion of the Kmart business into other countries - Provide strategic input India people agenda and priorities - Feedback from stakeholders - Turnover &amp; absenteeism metrics - Client group feedback - Retention of Key Talent - Strength of succession pipelines - Implementation and successful delivery of the National Office People Plan. - Engagement Survey results Organisational Capability - Provide input into the development of OC strategies, framework and programs to enhance Line Manager capability. - Champion the management of succession planning across client group. - Coach line managers to enhance their ability to interpret HR legislation, policies and procedures. - Champion the recruitment and training &amp; development needs National Office within the broader HR team - Influence and coach Line Managers to model the desired interpersonal and leadership skills to create a positive working climate. - Drive cultural change programs and initiatives - Developing, implementing and supporting change initiatives as required. - Identify key talent and support leaders and team members with mobilising them, where possible, to support Kmart's global expansion - Identification of succession gaps and implementation of appropriate mechanisms to address gaps in short and long term - Improved line manager capability (measured through case management results, turnover, feedback, disputes &amp; grievances, exit survey feedback etc.) - Improve line management leadership capability via engagement survey Employee &amp; Industrial Relations - In consultation with the ER team, manage employee and industrial relations issues and conduct relevant investigations into complaints and grievances. - Coach managers to understand and interpret relevant legislation policies/procedures to enhance their ability to manage ER matters. - Provide advice in relation to serious incidents, grievances and support managers in performance issues that may result in disciplinary action including termination of employment. - Provide advice on work permit/visa requirements for employee relocations to international locations - Reduce number of claims and investigations. - Quality and timeliness in responding to cases/issues. - Feedback from ER team. - Adherence to agreed processes and policies. - Number of adverse findings in relevant tribunals Change Management &amp; Culture - Support and coach teams to execute their business plans, including restructures. - Coach teams on the use of change management tools and methodologies. - Influence and coach managers and team members to model the desired values and leadership capabilities to create a positive working culture. - Role model and drive the defined Kmart culture. - Continuous improvement from exit and engagement surveys to reduce the retention of our team members - In full- and on-time delivery of agreed initiatives. - Turnover &amp; absenteeism metrics - Culture survey feedback and improvement over time - Exit survey feedback - Client group feedback Talent Management &amp; Managing Performance - Guide and coach Line Managers to effectively utilise the Performance and Talent Review framework, processes &amp; tools. - Facilitate the Performance Review, Talent Management and Succession Planning processes within National Office to ensure timely and consistent outcomes. - Organise, facilitate and collate the outcomes of People Review meetings. - Talent Management &amp; Retention of high potential team members through talent mobility and development planning - Deadlines for Performance Reviews, Talent Management and succession planning met. - Quality and execution levels of Performance Review development plans. - Retention of Key Talent - Strength of succession pipelines HR Services &amp; Planning - Ensure all HR Services and administrative functions are managed in a timely and professional manner. - Deliver HR projects as required - Trusted adviser and exceptional relationship management skills to deliver the services - Support the senior leaders on cyclical people calendar activities - Feedback from HR Team - Feedback from client group - HR function engagement survey results Leadership - Lead a high performing HR team that models great behaviours, delivers the strategies and embodies the culture - Development and coach HR BP and HR Adviser - Act as an HR rep for the National Office safety council. - Role model the Kmart values - Feedback from Team - Development of Team members Talent Acquisition - Oversee Talent Acquisition team - Responsible for their performance and business objectives - Metrics Facilities management - Oversee facilities and administration team and Manager - Standard SOPs and metrics Other Areas of Accountability Key Responsibilities/Major Activities Values and Behaviours - Grow Together - Reach Higher - Live Integrity - Take Care - Think Customer Safety - Accountable for a safe site for everyone - Reported and identified hazards are actioned - Report site incidents Position Dimensions (check applicable) Interpersonal Skills with Internal Contacts - Communicates information - Influences others - Negotiates Interpersonal Skills with External Contacts - Communicates information - Influences others - Negotiates Budget Accountability I.e. Sales/Revenue or Capex/Opex Manages to approve headcount number and cost for the P&amp;C team Judgement Required to Achieve Position Objectives - Follow department processes - Adapt/refine/modify department processes - Create department processes/policy - Develop/modify business policy/ systems/ programs - Provide input to brand or functional strategy - Is accountable for development of brand or functional strategy

Bangalore

Senior Manager - People & Capability - Retail 

Senior Manager - People & Capability - Retail  ,Job Description for Senior Manager - People & Capability - Retail  in Peepal Consulting in  Bangalore for (12-20) years of experience. Apply Now!

Job Description for Senior Manager - People & Capability - Retail  in Peepal Consulting in  Bangalore for (12-20) years of experience. Apply Now!