Job Title

Purpose: To lead corporate engagement and HR strategy portfolio with business aligned HR goals and objectives. Scope: Applicable to Brakes India as an Organization Roles & Responsibilities Workforce Availability: Have annual Workforce planning discussions with Corp Central FHs and arrive at an approved (the respective FH to get it approved from the Mgt) workforce plan charter. Talent Acquisition: Share the Talent needs with the Corp Central TA SPOC, on Qtly basis / on occurrence of a separation plan. Support the TA SPOC in driving interviews and selection. Be part of the prelim selection panel to assess competencies and cultural fit of the candidate to the requirement. Employee Life Cycle Management: Ensure on time and process drive employee life cycle activities like confirmation from training / probation, internal transfer, job rotation, DU transfers, extension, retainership, advisor tenure etc. Probation processing Confirmation Processing Progressions processing Retirement Processing Extensions Processing Retainership Processing Full & Final settlement guiding and processing Tax advice Service certificates issuance Retirement Plan / Separation plan advice to retirees, Time office, Pension Fund Office, Society, Insurance SPOC and Salary dept.: One month in advance Bonafide letters to any external agencies. Transfers: Inter BU Talent Management: Support the FHs in co-creating IDPs. support the FHs in driving IDPs. Work with FH s in strengthening succession pipeline. HR Policy/Process Implementation: Be the SPOC for all the HR policies related questions, disputes, clarity seeking aspects. Run periodical(annual) workshops for institutionalization of Vision/Mission, Goals. Use all the possible ethical tools and techniques to carry out in implementation of all HR programs, initiate & support leadership in enable institutionalization of all HR systems, procedures & approaches at site, per Organization’s needs and guidelines. New strategic interventions support: Coordinate in launch and implementation of any new intervention for Central Corp space. Eg: New Performance Mgt framework Capability building, Engagement, Rewards, Talent Review. Implement/track the progress, Create and circulate dashboards, thereby raising alerts and owning closure of gaps duly. Organizational Capability building: Drive TNI annually, and drive ATC trg plans for Corp Functions. Support Corp Functions in identifying and coordinating Coaching, Mentoring and other such support programs. Leadership: Support site functional leaders in Leadership development/capability building in line with company-wide strategy / plans. Identify the needs for building/enhancing the leadership capability and co-create the implementation planner and drive implementation and track effectiveness. Employee Capability building: Work with site’s functional leaders and evolve all employee capability/competency/skill building plan, and track training effectiveness and to carry out the relevant conversations/actions. Learning Charter: Implement the company-wide and site specific/business specific L&D programs, and track effectiveness. On boarding: Carry out the on boarding/ and also to ensure the due onboarding is carried out per plan. Adhere to the On-boarding guidelines and implement onboard plans. Develop/enhance the on board experience of the new colleague. Implement 30:60:90 experience tracking for the new colleague. Drive Buddy program across BU’s in BI as a whole entity. Employee Experience enhancement & Employee Engagement: Identify the employee experience touch points, and assess the effectiveness and improve the same against set targets. Bring in innovation in improvising the tools/mechanism that enhance employee experience. Work with relevant managers and coach them in being sensible on the touch points. Encourage employees towards more of Digital HR experience. Find opportunities in every process/system in HR to engage the stake holder better. Administer ‘Employee Engagement surveys’ and evolve actions. Draw inferences from Attrition analysis/ Retention analysis/ Exit interview analysis, and evolve engagement actions. Employee Feedback / Grievances: Encourage/appreciate feedback, and coach Frontline leaders in straight listening and straight talking. Be the employee mediator in genuine pleas. Rewards & Recognition: Maximise the employee reach to the existing R&R windows, and enhance participation rate. Work with the functional leaders, and help the deserving recognized and rewarded on time, per framework. Enhance optimal utilization of Digitized HR solutions: Augment the usage/appreciation by all the leaders and colleagues, of all the key HR platforms/solutions that got digitized. Educational Qualification: Post Graduate in HR / MSW / MHRM / HROD or Equivalent degree – Full time and from reputed. Any engagement and HR Strategy specific certification from reputed bodies will be added advantage Experience: Min 6 to 12 years of experience in core engagement, HRBP, Corporate role in a big enterprise setup or handling end to end HR engagement in startup or rapid growing business environment. The candidate should be open to travel for business needs and relocate to any location PAN India based on business requirement. Disclaimer: This is not necessarily an exhaustive list of all principal accountabilities, activities and specifications of the job. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that other or different tasks be performed when circumstances change (e.g. emergencies, changes in personnel, workload, technological developments, or organization development).