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Strategic (Contributory role)
. Identifies and develops change management and cultural development programs uniformly across all locations
. Plans, develops and sustains a talent pool that will meet future business needs
. Participate and provide inputs in business and operational planning and reviews processes
. Provide inputs from the business for AOP to CHRO
. Design and deploy the HR strategy aligned to business plans Financial (Direct Ownership)
. Responsible to define HR AOP and monitor the implementation of the budget for training, recruitment, staffing, service delivery, welfare, compensation and rewards
. Ensure operating expenses for HR are within the allocated budgets
. Responsible to drive cost optimization projects in line with the business requirements and monitor its output Operational (Direct Ownership)
. Ensure talent acquisition aligned to structure and within defined TATs
. Ensure implementation of performance management system as per policy and corporate guidelines
. Ensure timely skill gap identification and provide inputs for behavioral training with corporate L&D team
. Drive technical training programs within the business through SMEs
. Create policies for retention for hi-pots
. Develop career plans for hi-pots within the business
. Implements rewards and recognition program across the business
. Identify critical positions within the business and develop successors
. Validate and maintains audit and compliance for HR
. Identify, evaluate and on-board partners for deploying outsourced resources within the statutory framework
. Ensure and negotiate with the Union for wage settlement along with the business
. Collate and publish date for HR reviews
. Maintain data pertaining to hiring, PMS, L&D, attrition and publish reports on regular basis
. Monitor and ensure compliance with local legislation and regulatory requirements across all locations
.Create employee engagement calendar and ensure implementation with the business
.Organize skip level meetings and open house/ town halls with the employees and action of employee grievances
.Maintain high levels of employee engagement through addressing employee concerns raised in various forums and communicate timely
. People Management (Direct Ownership)
. Recruits, develops and retains workforce as per business needs. Builds talent within the team to build scalability of employees
. Provides coaching and guidance to managers to support them in managing employees, resolving disagreements and performance issues
. Assists in building and managing teams for the business including resourcing, career development and professional development opportunities for all employees
. Facilitates and monitors talent acquisition and workforce planning interventions
. Implements programs that drive employee productivity and retention of critical talent
. Manages employee relations including statutory laws, collaboration with business leaders on alternative strategies
. Ensure focused cascading of organizational KPIs into functional objectives and finally into individual KPIs and review performance against the same based on a set calendar for own team as well as across the business
12 - 15 years of total experience in a HRBP / HR Generalist role with exposure in BPO/ KPO / IT or ITES industry.
Ideal fit: Candidate who has worked as HRBP In the ITES space managing end to end HRBP aspects who has primary experience working in the IT or ITES space.
Must have: Keys aspects to have - Strategic HR Leadership, Employee Engagement and Experience, Talent Development and Succession Planning, Change Management Expertise, Data-Driven Decision Making Stakeholder Management and Collaboration.Travel: Yes 30-40-%
Reporting too : BU Head & HR Head
Opportunity to work with a leading Information Services Organisation
Opportunity to Lead the HRBP Function
Function:HR
Job Type:Permanent Job
Date Posted: 26/10/2024
Job ID: 98101615
Michael Page has five decades of expertise in professional services recruitment. We were established in London in 1976, and over this period we've grown organically to become one of the best-known and most respected consultancies, with an office network spanning six continents.
While size has its advantages, it doesn't define us - the nature of our organic growth means that each new office is integrated into the region that it serves. It also means that as an employer looking to hire, or as a candidate aiming to grow your career you have the best of both worlds; a team that understands the market and geography you operate in, plus the resources and expertise of an international network at your disposal.
