Job Purpose: Drive the design, governance, and continuous improvement of the Field Organization's talent, engagement, culture, diversity, and early talent agenda while enabling ZHRBPs to deliver impactful people interventions across zones
KRAs:
1. Talent, Performance & Capability Development
Key Responsibilities
- Design and standardize key talent management frameworks, including:
Succession Planning
Talent Identification & Reviews
Performance Calibration
- Facilitate and govern talent review cadences across zones.
- Ensure consistency and effectiveness of performance management practices.
- Identify capability gaps and build interventions to strengthen leadership and employee effectiveness.
- Partner with ZHRBPs to drive talent outcomes and succession readiness.
2. Employee Experience & Engagement
Key Responsibilities
- Design and govern the annual employee engagement framework for the Field Organization.
- Develop toolkits and playbooks for ZHRBPs covering:
Townhalls
Recognition programs
Manager connect initiatives
Employee listening forums
- Analyze VIBES results and identify enterprise-wide and zone-specific priorities.
- Partner with ZHRBPs to design and track action plans arising from employee feedback.
- Measure effectiveness and business impact of engagement interventions.
3. Early Talent & Employer Brand
Key Responsibilities
- Partner with TA to design and govern Management Trainee programs (SPARK, VERVE, etc.).
- Establish assessment, deployment, and development frameworks for trainees.
- Track Quality of Hire, performance, productivity, and retention outcomes.
- Build and strengthen the frontline Employee Value Proposition (EVP).
- Support employer branding initiatives across campuses and early career talent channels.
4. Diversity, Inclusion & Culture
Key Responsibilities
- Design and drive diversity initiatives aligned to field workforce realities.
- Partner with zones to improve representation and inclusion outcomes.
- Govern initiatives across:
Diverse hiring
Onboarding support
Career development and retention
- Drive communication and activation of:
Culture Pillars
Ways of Working
ABG Values
- Partner with business leaders and ZHRBPs to embed culture into everyday practices.
5. HRBP Capability & Enablement
- Define HRBP capability standards.
- Develop HRBP toolkits, playbooks, and learning interventions.
- Facilitate best-practice sharing across zones.
- Build capability in talent management, engagement, workforce planning, and business partnering.
