HRBP role for Group Business and Pension vertical
RECRUITMENT:
1. Facilitate manpower hiring across the region is within Budget and as per approved manpower plan
2. Source all positions upto Manager level within TAT
3. Ensure quality of hire within the specified parameter
4. Close all critical positions in shortest possible time within the hiring budget
5. Ensure recruitments are done with an optimum sourcing mix to maintain cost within budget.
6. Ensure compensation alignment for all recruitments (within given bands) during the hiring process
HR OPERATIONS:
1. Provide functional direction & ensure smooth & uniform delivery of HR Ops issues pertaining to joining, compensation, exits etc across business
2. Coordinate and resolve employee query with contact points in HR/ Payroll
3. Provide support/assistance for smooth transition to the shared services model and act as the first point of escalation for unresolved queries.
ATTRITION MANAGEMENT:
1. Conduct structured exit interview for all exits upto Manager level and record the same.
2. Analyse attrition in the region and identify key reasons contributing maximum to the attrition numbers
3. Devise mechanisms, steps & local initiatives (like skip levels, open house sessions etc) to address employee concerns & arrest the factors contributing most to the attrition bucket.
4. Partner with managers in counselling session of employees during branch visits in case of disciplinary/ attitudinal issues
HANDLING ER ISSUES:
1. Ensure Code of conduct awareness among the employees in the region
2. Independently investigate any reported breach and to recommend course of action to be taken
3. Speedy and effective investigation of all cases in the region sent by alert and forward detailed report to the whistle blower committee.
4. Ensure spelling out SOPs on people practice in various communication forums (Meetings/workshops) creating a harmonious relation in the business
OD INTERVENTIONS/ INITIATIVES:
1. Conduct various employee engagement/fun initiatives/activities across the business from time to time
2. Emphasise on employee referral policy and encourage employees for enhanced participation
3. Guide managers with the process of handling cases of indiscipline, abscondance, PEP & other ER issues
4. Conduct structured induction program for all new joinees, immediately on joining.
HR NORMS:
1. Ensure adherence to norms as per checklist (statutory and audit) while conducting branch visits.
2. Ensure escalation of non-adherence cases and adopting measures for fast resolution.
3. Educate sales and support staff by addressing on various HR norms during branch visits in cases of non-adherence.
