VP - HR - Professional Development - Talent Acquisition/Operational Management/Leadership Role - BFS

Looking only from Financial Comopany

Strategic Contribution

- Strategizing and streamlining the entire Talent Acquisition Process across levels and functions

- Overseeing Career Management and Talent Development within the organization

- Building and implementing a robust talent review and process, including succession planning, leadership development and organization capability

- Working on business HR policies and strategies

- Constantly reviewing the current HR practices reducing lead time/increasing efficiency

- Enhancing Employee Engagement & Communication

- Looking into new performance / professional development related strategic initiatives

- Formulating and implementing KRAs/KPI's across departments and leadership roles

- Monitoring performance across levels and departments, analyzing KRAs to facilitate strategic decision-making

- Identifying gaps across designations and roles and filling those gaps ? technical and management through training programs

- Liaising with various teams/departments to create systems/modules for improving operational efficiency

Leadership

- Ensuring high levels of retention and achievement

- Creating Brand Equity in the market

- Building the organizational culture and change management effectively

- Evaluating existing HR processes, by defining problems, measuring current state of process, root cause analysis, developing solutions to improve the process and establishing measurement systems

- Managing the sustainability of the growing team strength

Operational Management

- Building a plan for succession across key positions to ensure continuity in business performance

- Monitoring existing and emerging skills gaps, discuss plans for Individual Development or plans for acquisition of outside talent

- Discussing emerging workforce needs with the BU Head to build a contour of long-term business plans

- Managing the corporate onboarding program across levels as well as the development of tools to help managers successfully onboard new employees

- Amending and revising program as necessary, to adapt to changes occurring in the work environment

- Managing department and designation level KRA's and tracking the performance of employees on regular basis