Star Union Dai-ichi Life Insurance - Regional HR Business Partner

Salary offered: 6 - 10 LPA

Objective :

The primary position responsibility is to assist in cascading the HR Agenda in the Zone in collaboration with the Zonal Human Resources Manager

Key Responsibilities :

Employee life cycle management through :

Talent Acquisition :

Objective - Near 100% capacitation of channels; Manage quantity & quality through process

- Execution of function-wise Manpower plan at Regional level - additional & refilling

- Identification of effective & efficient sources of acquisition of manpower - Campus,

Employee referral, the internet

- Managing desired source - mix

- Custodian of the regional hiring budget

- Ensure quality intake through interviewing and pre-employment verification

- Hiring transaction & process management through Vconnect

- Pre-onboarding touch points with candidates

- MIS, analysis & relate reporting On boarding :

Objective - Minimize settling time, maximize longevity and success of employees; Retention management

- Completion of joining formalities

- Co-ordination with HR operations for creation of ecodes

- Managing 180 employee roadmap (welcome calling, induction, assignment of buddy, functional induction, probation goal sheet management)

- MIS, analysis & related reporting

HR Operations :

Objective - Flawless & efficient transaction management;

- Employee life cycle management - Employee transaction management through Vconnect Frequency daily

- Confirmation, transfer, absconding, exit inputs

- Onboarding, ecode, IT properties coordination with the supplier function - Frequency daily

- Timely payroll input to HO HR Operations - Frequency monthly

- Exit Management - exit calling, analysis & feedback, exit documentation & timely input to HR operations for processing exit transaction

- VConnect closure, exit documentation process completion

- Ensure timely closure of Background verification results and insufficiency cases

- MIS, analysis & related reporting

- Partner supervisory in attendance management

- Performance Management

Objective - Maximize producing workforce

- Goal sheet communication to the regional employees

- Productivity analysis for the region

- Conducting Mid-probation checks

- Partnering in PEP process

- Partnering in managing non-performance exits

- Mid-year & annual appraisal process co-ordination, expectation setting and closure of exercise

- Participating in appraisal discussions - manage grievance

- Partner in closing poor rating cases suitably

- HiPo management in co-ordination with HO team

- Administer regional Assessment Development Centre

Communication & Employee Engagement :

Objective - Motivated & productive work force; Manage employee retention

- New joiner induction - Partner sales training in employee induction

- Develop employee engagement framework & platform for the region

- Calendarised branch visits, set-up employee helpdesk - employee query resolution

- Conduct Open House/ Regional Town Hall

- Employee retention calls

- Fun at work initiatives/celebrations

- Presenting HR Agenda in all the major business meet

- Benefit realization of LMS and other training initiatives in the region

- Executive of Career Progression Program agenda in the region as per Career Progression framework

- Measure effectively of employee engagement framework in the region

- Conduct VOC surveys

- Partner in implementation of ESS in the region

- Execution of HR training agenda