Zonal HR Role - Life Insurance Firm

- SPOC for entire gamut of HR for the zone. Employee Life-cycle Management from entry to exit.

- Designing and developing an integrated HR strategy to achieve business results and aligning of HR plans with key business stakeholders.

- Implementation of policies & procedures in line with shareholder'/ Stakeholder's view & keeping HR best practices in mind.

- Responsible for Talent acquisition. Business partnering planning manpower in line with business need.

- Implementation of various hiring tools usage, i.e., Job Portals, Campus tie- up, Job fair participation, Vendor empanelment.

- Optimum usage of job portal.

- Campus tie-up at all the states for steady supply of candidates.

- Job fair participation at all states in coordination & consultation with National Skill Development Corporation.

- Maintaining 100% capacity management of all key positions.

- Reduction in hiring cost by 80% through increased usage of Portals and campus tie-up.

- Budgeting & workforce planning in line with business need & considering expansion plan for entire Region / Zone & worked on annual business plan.

- Support design, development and implementation of a suitable HR Policy and manual for the organization.

- Support HR project and system implementation that ascend during the year.

- Support re-engineering of org structure as per business need & strategic planning with stakeholders.

- Map roles as per org structure & map manpower for GAP analysis.

- Support implementation of Profit & Productivity based well defined, quantifiable KRAs to avoid confusion among employees

- Support introduction of policies i.e. Compensation structure i.e. Salary / Band/Level, Attendance / Leave, Personal loan/ Salary Advance., Employee's higher Education policy, Mediclaim policy, Employee Referral policy, Travel & Tour Policy, Mobile Phone policy.

- Support design and implementation of HR SOP / Manual: Process flow for each area of HR i.e., Recruitment, Onboarding, Induction, T&D, PMS & Exit formalities.

- Talent Retention - distinctively brought down the attrition rate down by applying best practices in the zone. Create effective retention strategies and a compelling employee value proposition that ensures retention of key talent. Analyse attrition data in depth, finding out reasons & initiating proactive measures.

- Competitive compensation structure to match the best among organizations. Revisiting compensation structure time to time in line with best practices to attract & retain the best talents.

- Enhance on-boarding experience for new joinee by supporting implementation of Day-1 readiness program

- Support business by driving employee performance through HR tools. - employee productivity mapping & bench marking. Productivity based quarterly PMS review & payout for Sales Force & Operation Team. specific performance improvement plan for below par performers.

- Conduct Annual & Mid-term reviews, periodic analysis of Performance Reports and Recording of Individual Development Plan.

- Design skill matrix, talent pool and future talent needs and criticality index. Succession planning through training & development of 2nd line employees to develop skill set required to fill the gap.

- Support introduction of Skip level meeting (360 Feedback) to identify gaps & provide clarity.

- Support introduction of "Stay Interview" for critical resources as part of retention strategy.

- Preparation of engagement calendar including special events.

- Design and implement employee engagement initiatives. Conducting various surveys to measure employee engagement, employee satisfaction with related to HR activities and initiatives in the organization.

- Employee engagement initiative for Out of the Box ideas with reward system.

- Training need identification through feedback session from line managers. Preparation of yearly training calendar. Create and implement training schedules and manage training delivery through trainer- network & empanel different training institutes. Impart training on different soft skills - Effective Communication, Presentation Skills, Leadership & Motivation, Stress Handling

- Quarterly Audit of HR.

- Maintaining excellent IR environment resulting zero shutdown.

- Ensuring effective Contract labour management, contractor's statutory payments, and contract workers identity and related grievance handling

- Innovative employee welfare & engagement activity to neutralize disputes. Also, village development activities, participating in local festivals.