The position holder shall be required to advise the Business leaders on people related matters. He / She shall be responsible for the execution of the HR agenda in the Business, for ensuring excellence in terms of HR service delivery, and for managing employee experiences and expectations for onroll employees. Additionally, the position holder shall be required to drive policies, procedures and other initiatives and interventions in the Business and shall facilitate their execution, monitoring and review.
Job Context :
In view of the recent changes in the BHR structure and in keeping with the âOne HRâ agenda, a significant portion of efforts are being directed towards setting up of centres of expertise, a robust technology and analytics arm, and towards centralization of certain key decentralized processes. The intention is to create a well aligned HR organisation that can play the role of a business partner, effectively cater to the needs of the Business and deliver superior employee experience through its various services.
At this juncture, it is imperative to ensure that the HR function is aligned and that the new role and structure is understood both in terms of integration and overall service delivery.
Major Challenges :
In the given context the main challenges that the position holder may face is
? Managing the transition and ensuring smooth functioning without adversely impacting employee experience.
? Manpower Planning and management of manpower cost & Correct Assessment of
? Retention of Critical employees and performers of the Zone.
? Developing the systems for timely and accurate flow of information
| KRA (Accountabilities) (Max 1325 Characters) | Supporting Actions (Max 1325 Characters) | |
|---|---|---|
| KRA1 | Establish & Maintain Workforce Plan | Workforce Planning and Budgeting ? Accountable for all Manpower planning for On Roll employees of Marketing and RMC in his/her respective zone as per P&B Design Job Descriptions ? To work towards defining the purpose of roles, establishing the duties that should be included in the role, determining the associated authorities, accountabilities and relationships, and defining these so that employees have a comprehensive understanding of how their role fits into the organisation. |
| KRA2 | Build and Support Organizational Capability | Organisational Effectiveness Mechanism ? Implement employee wellness programs, quality of life, and organisational effectiveness interventions in Marketing and RMC in the zone. ? Implement the value and culture framework in Marketing and RMC and ensure adherence to policies such as prevention of sexual harassment, code of conduct, consequence mechanism, grievance addressal, whistleblower policy etc. Employee Engagement - Diagnosis and Listening ? Implement initiatives (AMTL, WELLNESS, Action related to Employee Engagement) across the zone in Marketing and RMC. ? implement, and monitor Vibes outcome action steps Organisation Change and Communication ? Responsible for implementation of communication and change management guidelines, policies, processes, interventions across Marketing and RMC. |
| KRA3 | Talent Acquisition and Deployment | Employee Life Cycle Management ? Recruitment, appointment, on-boarding and exits for Job Bands 9 and below across the zone in Marketing and RMC. ? Analyse employee separation data and submit findings and analysis. |
| KRA4 | Talent Management | ? Implement and monitor the My Development Plan (MDP) for Job Bands 9 and below. ? IDP action plan followup for all JB 9 and below employees in the zone |
| KRA5 | Learning and Development | ? Coordinate Training and development programs for On Roll employees of Marketing and RMC in his/her respective zone. ? Provide inputs to ZHR / Program manager on specific requirements for JB 9 and below in the zone for L&D programs |
| KRA6 | Performance Management | ? To plan and ensure individual goal setting, midyear reviews, annual performance reviews for employees and manage Performance Improvement Plans. ? Implement performance related projects for all on roll employees at Zone. ? Coordinate for normalization of ratings along with ZHR |
| KRA7 | Manage Compensation and Benefits / Payroll / JAE / HRIS | ? Accountable for reimbursements and company benefits for all employees. ? To provide inputs to ZHR to address queries / grievances related among employees across Marketing and RMC as per grievance handling policy ? Manage HR related data in the HRMS for the Business and ensure its accuracy. |
| KRA8 | Policies, Procedures, Systems and Practices | ? To facilitate organization structure reviews for the Business on a periodical basis and work with the concerned Zonal Head HR/Zonal Head to implement change. |
| KRA9 | HR MIS and data management | ⢠Data management of all employees across all systems ⢠Ensure that HRMIS is on time as per the requirement of management |
