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Aditya Birla Capital Limited
Aditya Birla Capital Limited (“ABCL”) is a listed systemically important non-deposit taking Non-Banking Financial Company (NBFC) and the holding company of the financial services businesses. ABCL and its subsidiaries/JVs provides a comprehensive suite of financial solutions across Loans, Investments, Insurance, and Payments to serve the diverse needs of customers across their lifecycles. Powered by over 63,750 employees, the businesses of ABCL have a nationwide reach with over 1,712 branches and more than 200,000 agents/channel partners along with several bank partners.
Nationwide Branches
1,712
No. of Employees
63,750+
Agents/Channel Partners
2,00,000+
Aggregate Assets
INR 5.50 Lakh Cr
Active Customer Base
39 Million
Consolidated Lending Book
INR 1.78 Lakh CrCorporate Governance Policies
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Job Description
HR Business Partner-Jaipur
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Job Description
Job Purpose
The purpose of this job is to :
To provide support on all employee life cycle HR processes in collaboration with key business stakeholders for the employee population within the Zone
To work with the Corporate HR specialist teams on Zone level roll out and execution of various HR processes
To resolve day to day employee queries and issues pertaining to employees and develop solutions pertaining to employee relations, talent planning, talent acquisition & staffing, compensation & benefits, employee development and organizational change management issues
To support & facilitate key employee processes such as the Performance Management and Talent Management agenda across all Lines of Business at the Zone ·
Job Context & Major Challenges
Job Context/Job Challenges:
Job Context
Key facets :
Business growth and expansion have led to the creation of a geographically distributed employee base
Regional HR presence is seen as a key organizational need in order to
Enhance employee experience and engagement levels
Act as a partner to business
Ensure uniformity of employees HR process experience
Identify and flag off potential employee concerns and issues in a timely and proactive manner
Enable a consistent organizational culture
Reduce decision time on employee queries and grievances
Key Challenges
To manage stakeholder expectations on various HR deliverables such as
Employee Queries on payroll, benefits and rewards
Recruitment TATs
To keep abreast with process changes and roll outs by the Corporate teams and ensure uniform coverage within the Zone
To identify potential employee risk situations and flag off in a timely manner for necessary action or mitigation
To provide business relevant employee inputs to leaders at the zone while also playing the role of an employee champion
To drive adherence on HR policies across various geographically spread locations
Key Result Areas
| KRA (Accountabilities) (Max 1325 Characters) | Supporting Actions (Max 1325 Characters) | |
|---|---|---|
| KRA1 | Employee Engagement & Employee Relations Administration | Works closely with the business to ensure maximum participation in the employee engagement surveys. Evaluates results and identifies post survey actions Design programs for areas which need improvement as reflected in engagement scores in conjunction with the Corporate EE team Plans & manage employee engagement programs, calendar events, business connects, leadership & HR connects/ town halls, R&R and HR communications for the Zone driven by Zonal needs as well as based on Corporate EE team roll outs Participates in the design and implementation of various employee relations programs. Conducts investigations independently on specific employee issues and brings them to closure in collaboration with relevant stakeholder and by following the appropriate procedures Partners with Head- HR and Compliance on sensitive or complex employee situations at the Zone that may have potentially broader risk exposure. Works with line managers and employees to address all types of employee relations issues ensuring a balance in representing all parties interests |
| KRA2 | Performance Management & Total Rewards Administration | Plans, manages and provides support to the Corporate Performance Management Team for the leadership review process and the strategic objectives therein. This includes both annual and mid-year processes which focus on performance management and talent development Provides advice and counsel on performance management issues. Partners with Zone business leaders to address performance gaps and facilitates discussions or set up a process to take appropriate action. Guides Managers on all aspects of performance management including feedback reviews and performance coaching. Assists managers in utilizing Corporate driven rewards programs to motivate and recognize teams for their contribution. Partners in the Zonal roll out and implementation of the Annual Performance and Pay cycle programs by providing managerial education & consultation on specific situations and program tool support Provides compensation support including salary planning, approval of salary actions, promotions and job re-leveling |
| KRA3 | Talent Acquisition, on-boarding & Induction Operations | Partners in selection process of lateral hires for Lines of Business by carrying out HR interviews Supports the Corporate TA team on Campus Recruitments within the Zone. Extends On-boarding & induction support for new joiners in conjunction with the Corporate TA team Identifies recruitment vendor partners for the Zone and supports the sourcing of profiles for Zonal positions Facilitates interview and candidate assessment processes in conjunction with Zone Business Managers Facilitates pre-joining candidate engagement for Zone prospective hires as per process guidelines |
| KRA4 | L&D and Talent Management Operations | Conducts/ Facilitates specific training interventions related to Communication, HR Process updates, HR policy refreshers, Soft Skills and Team Management etc. Partner with managers to retain, develop and motivate people to achieve their fullest potential. Partners with business and the Corporate HR team on workforce planning, succession planning, and skills assessment Assesses the Line of business’s HR training needs and conducts one on one counseling sessions or facilitates group training sessions as appropriate Provides inputs on competencies & development tools for managers and employees within the Zone. Facilitates career management programs at a Zonal level in collaboration with business mangers Works with the Corporate Talent Management team to identify Zonal Talent Pool and engage with them on a regular basis through various touch points Provides indications of early warning on Talent Pool potential exits and works on mitigating the risk through various employee retention actions in consultation with the Corporate team and Business Managers |
| KRA5 | HR Operations | Supports effective documentation at the zone of all important personnel documentation such as joining formalities, benefits related inputs, payroll inputs etc in a timely and accurate manner Consults with the Corporate Payroll team to clarify employee concerns/ queries related to salaries and benefits administration Supports roll out of and awareness building on employee benefits |
| KRA6 | HR Processes & Policy Compliance | Implements, administers and interprets [ when required] corporate policies, programs or procedures Ensures adherence to organizational and employee policies Builds awareness about policy objectives and procedures Supports managers in applying HR policies on moderate to high risk situations. Escalates specific situations in a timely manner to Head- HR for immediate intervention and resolution as appropriate Advices on policy revisions and / or creation from a Zonal perspective |
| KRA7 | Stakeholder Management | Provides ongoing support to the Zone business leaders on human resources related matters, policies and procedures Challenges business in specific instances on policy adherence and employee welfare concerns Collaborates effectively with external stakeholders such as Labour officers, Auditors, Regulatory Inspectors and vendor partners in keeping with organization guidelines and objectives |
| KRA8 | Employee Feedback & Exit Management | Creates forums and facilitate interactions between the employees & the Zone business leaders on a regular basis Gathers informal feedback through relationship building and facilitates grievance management based on insightful feedback Manages exit interviews and supports the business in analyzing the data Identifies solutions to manage voluntary attrition |
| KRA9 | Zonal HR MIS, Audit Requirements & Reporting | Provides Zonal MIS inputs for key Organization wide HR Dashboards Validates Headcount and other critical information metrics against actual Zone representation for the Corporate HR reporting requirements Generates analytics of Zone data which can support business decisions (Talent pool lists/ Branch wise employee survey Scorecards/Attrition analysis etc) Reviews and analyzes business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience Extends all required support to HR audit exercise and takes appropriate action to address observations, if any, at the Zonal level |
2 - 4 years
Graduate
SME (Parent: ABF_Sales_Sub Function_38071553)
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