A. Purpose

To provide direction & execute, in partnership with business leadership teams and HR colleagues within North & East zone of the bank, the HR agenda by:

Influencing, shaping and contributing to the development of the business area's agenda and strategy particularly during the Medium Term Plan process and translating this agenda into action via a fully integrated HR plan.

- Contributing to the leadership of the business area across all locations in the zone by bringing in external best practice, thought leadership and challenging the status quo

- Being an active, influential partner coaching and challenging the business to effectively diagnose and implement best in class HR solutions that transforms the business and deliver stretch goals

Lead business leadership teams, through the interpretation and execution of the bank's people agenda by:

- Turning strategy into real action plans that are aligned to bank and business area objectives, driving the plans through to full realization of stated benefits

- Excelling at bringing together best practice within the HR community (Corporate HR and COE HR) and the resources within the business areas, in order to shape and brilliantly execute the people agenda in a timely manner

Challenging and provoking business leaders on employee engagement by addressing people issues, build organizational capability which delights customers and ensures stakeholder satisfaction

B. Responsibilities

1. Talent Acquisition:

Lead the growth agenda of the bank by supporting the business in recruitment of talent across business functions, through proactive, on-time and effective hiring for all locations in the North & East zone

- Ensure exceptional standards of professional capability in resourcing across various levels and businesses.

- Ensure effective utilization of all channels of recruitment with an increased focus on digital & other alternate channels of hiring, thereby creating a strong brand visibility and managing recruitment cost effectively.

- Play a strong and direct role in ensuring all resourcing decisions feature - no compromise- in quality of candidates and the internal guidelines.

- Plan ahead on resourcing in close association with business and build networks internally and externally to assist with - talent spotting- for future roles.

- Create a top class new joiner experience for quick assimilation into the bank's culture. Ensure that New Joiner Orientation sessions are conducted for all new joiners across locations.

- Champion Diversity and Equality initiatives and reflect them through recruitment as well

- Ensure that Agencies are reputable and compliant with requirement.

2. Performance Management:

- Deliver the mindset of high performance culture, effective consequence management and consistently - raise the performance bar- through the bank's performance management process and philosophy

- Specifically instill drive and commitment into all aspect of performance development including consistency challenge leadership meetings at zonal level, consequence management of top, high, low and under performers and create an environment in the business where great performers are known and their contribution recognized/valued and rewarded accordingly.

- Ensure effective and timely closure of the bank's periodic performance evaluation process and act as an important advisor on rewards and growth both to the business and to the Corporate HR & C&B team

3. Capability, Succession, Development:

- Work closely with zonal leadership teams to implement any designated aspects of the bank's and Business Unit Talent Action Planning processes, understand and drive short and longer term capability requirements, succession and talent pipeline.

- Ensure training and other relevant development plans are created for employees across business units in line with the bank's people development plan and strategy.

- Support and coach the geography head & business leaders in developing solutions which enable successful retention strategies and solve capability gaps using internal/ external levers including development, resourcing, training and innovative stretch experiential opportunities.

- Work directly with key stakeholders in the business to assist them in identifying their own capability gaps and solutions to enhance their ability.

4. Organizational Development:

- In close partnership with the geography head and business heads, lead and drive organizational & engagement diagnosis through structured initiatives like culture survey, focused group discussions, individual employee conversations, skip level meetings.

- Effectively use diagnosis, and in alignment with corporate HR, recommend & deliver suitable change management solutions to drive effective organisational and cultural change in the Business area. Design and drive talent management and engagement plan for your geography

5. Employee Relations:

- Implement and provide feedback around the employee relations environment for the business.

- Implement and develop action plans associated with performance improvement and Employee feedback.

- Work with Key Stakeholders to develop a culture within the Functional Business Unit that underpins Employer of Choice brand.

- Maintain technical accreditation to ensure professional support of highly sensitive high profile cases, which are at risk of Employment Tribunal or significant negative PR.

- Ensure staff accountability issues are addressed seamlessly and necessary guidance is provided to the business to prevent such issues in day to day banking operations

6. HR Planning & Cost Leadership:

- Develop and monitor the HR plan, R&L forecast and calendar for the area, anticipate current and future resource/ activity demands for key suppliers. Monitor costs/ usage and seek to demonstrate the value/ cost equations for all HR interventions undertaken.

C. Qualifications and Experience Requirement

- PG/MBA - HR from a reputable institute

- 13 to 15 yrs of relevant experience (BFSI experience is NOT mandatory)

D. Competency Requirements

a. Technical Skills

- Employee Relations

- Reward Management

- Performance Development Management

- Talent Management

- Employee Communications

- Organisational Development & Diagnosis

- Leadership Culture

- Resourcing

- Diagnosis Training and Development Planning

- Knowledge of India HR/ER environment, including legislation

b. Behavioural Competencies

- Excellent stakeholder management

- Influencing, coaching and facilitation

- Transformational change management

- Commercially conscious

- Delivery management

- Conscientious

- High on Integrity

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