Senior Vice President - Human Resources - Insurance

Job Summary:

Responsible for leading the HR CoE's spanning Staffing, Compensation and Performance Management, HR Technology, HR Operations & HR for HR.

Key Responsibilities/ Key Deliverables:

- Own the design and delivery of processes spanning Staffing, Rewards, Performance Management, HR Operations and Technology

- Collaborate with CPO to create all documents and notes pertaining to Nomination & Remuneration Committee (NRC) and related approvals

a. Ownership of Staffing (Talent Acquisition) Function

- Formulate and deliver Staffing Strategy at PAN India level, across ~3000 positions hired annually, spanning reporting, compliance, vendor management, recruitment costs

- Improvise Staffing policies and deploy progressive programs, including automation and creation of workflows

- Manage Staffing Budget of approx. 10Crs.

- Manage the business risks related to Staffing processes

- Accountable for CXO Hiring (CEO DR level) end to end, from requisition to offer negotiation and closures

- Deploy differentiated recruitment approach at front -line, mid management and senior levels

- Improve performance on key Staffing Measures (TAT, Quality of Hire, Staffing Funnel, Hiring Ratios); Background Verification, Internal Job Positing, Referral contests, low cost sourcing

- Promote Employer branding

- Provide direction to Campus Engagement and Intake program

- Design and deploy best practices in Staffing, leverage social media, deploy - Outreach- to ensure robust pipeline is proactively created for critical roles

- Manage a fleet of 150 staffing related vendors at PAN India level.

- Drive engagement with Staffing Vendors across the spectrum, from high end Executive Search Partners as Egon, H&S, Korn Ferry to boutique placement agencies.

- Consolidate hiring within the HO and set up a Staffing Centre of Excellence responsible to hire all positions across levels

- Govern the On-Boarding experience for all new hires encompassing leadership roles, at Pan India through design of robust on-boarding process and induction program

b. Manpower Planning and budgeting

- Lead the preparation of the annual manpower plan for the organization including all headcount (full time and contractual) and all staff costs

- Ensure alignment with all business leaders for their respective patches

- Align and secure necessary approvals from the FP&A team

- Drive the cost optimization frame for the staff line across

- Assess and implement opportunities to align organization structures and count with the business model and OPEX line

c. Performance Management & Rewards

- Evaluate the performance management framework & provide suggestions on enhancing the effectiveness

- Conceptualize and implement the Reward strategy that spans across fixed, variable pay, long term and benefits

- Streamlining and managing the promotion Process

- Partner with Finance & respective business heads for creation and approval of sales incentive plans

- Implement Incentive schemes for various channels

- Compensation administration including increments and bonus cycle

- Drive the R&R framework by reviewing existing reward and recognition schemes

- Develop new schemes as appropriate with relevant guidelines to ensure talent is appropriately recognized, motivated

- Focus on process improvement across the areas above, develop a plan for implementation of new initiatives, with budgets, timelines & resource requirements

- All policies around these areas fall in the purview of this role

d. HR Technology

- Conceptualize the HR Technology agenda for the organization

- Drive the HR technology frame through implementing PeopleSoft across the organization post complete UAT & Testing

- Partner closely with different CoEs towards automating their HR processes

e. HR Operations, HR Policies and Custodian of Employee Disciplinary Action Process (EDAP) and Prevention of Sexual Harassment at Work place (POSH)

- Partner with HRLT/ HRBPs to bring upon simplification of HR Policies and HR Operational activities

- Partner with the Chief Compliance Officer to promote Compliance Culture within the Organization

- HR representative on the Ethics Committee

- Lead the agenda of creating a safe work place for women through various initiatives on Women Safety and Security including implementation of POSH (Prevention of Sexual Harassment) at Work place

- Ensure people related compliance policies are well governed and executed encompassing;

- Business Code of Conduct

- Conflict of Interest

- Anti-Bribery and Anti - Corruption

- Guidance on Gifts, Meals and Entertainment

- Anti Workplace Harassment

- Prevention of Sexual Harassment

- Ensure that all statutory compliances are addressed comprehensively

- Maintain an accurate and efficient payroll procedure for employees

- Complete Benefit administration including ensure renewal of all medical and insurance related policies for employee

f. HR for HR

- Manage end to end lifecycle of employees:

- Responsible for hiring of HR talent across levels and locations

- Partner with the employees to identify the top engagement drivers & co-create action plans

- Drive the Talent Development agenda

- Assist HR Leadership Team in determining and deploying the most effective organisational structure addressing their business requirements

- Talent Management and Development for HR Employees

- Operationalize OTR (Organization & Talent Review) for HR

- Create and execute the succession plan for key roles in HR

- Engage and develop Hi-Pos

- Effective execution of MDR (Management Development Review)

- Enable training and development of HR employees (TNA, delivery and feedback)

- Promote internal talent mobility

- Manage Employee Relations and Communication within HR Team

- Enable employee engagement by executing action plan emerging from employee surveys & handle grievances in HR Team

Measures of Success:

- Timeliness of process steps and completion

- Accuracy of data and analytics

- Feedback from stakeholders

- Cost Management - Budget vs. Actual

- Governance - Monthly dashboards

Job Specifications:

- Master of Business Administration or Equivalent Degree with 15+ years of experience in relevant field

- Experience in leading Center of Excellence within HR, related to C&B, Talent, Recruitment

- Should have proven team management skills