Star Union Dai-ichi Life Insurance - Regional Manager - Human Resources

Objective:

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

Responsibilities:

Employee life cycle management through;

i. Talent Acquisition

Objective - Near 100% capacitisation 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, 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

ii. On boarding

Objective - Minimize settling time, maximise 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

iii. 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 co-ordiation 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.

iv. 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.

v. 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 effectivity of employee engagement framework in the region.

- Conduct VOC surveys.

- Partner in implementation of ESS in the region.

- Execution of HR training agenda.