Assistant Manager - HRBP

Designation: Assistant Manager - HRBP

Location: Chennai / Bangalore

Region Responsibility: Complete South

Business Importance of the Role:

This role will demand you to think beyond transaction and focus on end outcome that are favorable to employee success. You will hone your HR Leadership style by driving specific organization projects.

You will have our trust and backing to take complete ownership for employee engagement and drive the execution of all HR strategies by working closely with the Business Leaders.

You will have to be grounded and pay attention to details as the role will be responsible for day-to-day operations rigor in establishing relationships with multiple stake holders. This is a high profile responsibility and you should be in a position to consolidate and build value for Genworks. You need to have the passion to absorb, show effective story telling skills to influence candidates, employees, decision makers.

Key Responsibilities to Deliver (Daily, Weekly, Monthly, Quarterly, Annual):

Business Immersion & Performance Management:

• Understanding of the market
• Monitoring & improving employee productivity & mapping it to agreed business plan
• KRA: Work closely with Leaders to ensure team has KRA and they are educated on their KRA.
• Part of weekly business reviews & providing insights to line management
• Ensuring employee understanding & implementation of R&R interventions
• Implementing & facilitating framework for formal 1:1 employee-manager feedback sessions & NPS survey
• Annual PMS rollout implementation including communication of ratings and revision along with Manager.

Talent Acquisition:

• Leading the manpower planning forecast with an approved business case with the leader & hiring managers
• Updating of JDs to suit existing business priorities
• Leveraging recruitment platform available for adherence to process & TAT for closing open positions
• End-to-end ownership until successful 30-60-90-day induction to ensure the new hire aligns with the org culture, role & responsibility.

Employee Engagement & Talent management:

• Conducting town halls in a quarterly cadence or as required in respective region
• Developing policies & programs to improve employee engagement through employee connect
• Working closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Manages and resolves complex employee relation issues. Conducts effective, thorough, and objective investigations
• Upskilling identifying learning needs for the qtr., ensuring participation of employees in training programs, following up to ensure training objectives are met
• Managing nominations for programs organized by L&D
• Identification of 10% of top talent & bottom performers in the organization

Strategic planning & Execution:

• Succession planning
• Org structure design & planning. Sharing with leaders quarterly.
• Rollout initiatives designed by central HR in respective geographies
• Branding/ Competency Framework/ Policies & Procedure/ Comp & Ben framework/ HR platforms – RMS, LMS, HRIS, PMS, Sourcing & others.

Ideal Candidate Persona (Education, Work Experience, Skillset, Mindset) to be successful in the role:

• MBA in HR from an accredited academic institution.
• Engineering Degree will be preferred
• Min.0-3 Years of relevant experience in Healthcare/ FMCG sector
• Excellent business understanding and ability to communicate the vision with passion
• Willingness to unlearn & learn to adapt to evolving business needs
• Structured working style with focus on execution and delivery
• Passionate, performance-driven individual with entrepreneurial spirit
• Relationship builder with a strong sense of accountability
• Learning Agility to understand the value of our growing partnership for employee success.
• Excellent presentation & Articulation skills; able to present ideas to employees in a way that produces understanding and impact
• Communicate a vision and show excellent leadership capability
• Excellent interpersonal skill, able to travel without boundary and influence stakeholders across departments
• Willingness to operate on both macro and micro issues
• Sound analytical, problem solving, data crunching and negotiation skills

Key Competencies Ideal Candidate should demonstrate to be successful in the role:

• Business Acumen:

  Has knowledge of the functions of our products/services, how our customers use them & the impact of value they deliver in clinical practice. Understanding of the market, business models, annual & quarterly OP of the team members.

• Agility & Response to Change:

  Adapts easily to new situations & demands, looks at new possibilities, deals well with ambiguity, has patience in trying circumstances, shows composure under pressure, does multi-tasking, has a positive attitude towards change, anticipates & overcomes barriers to change, understands need for change & how they help in achieving organization goals, communicates positively to team members, sees the necessity for the organization to be flexible & agile, strongly focuses on maximising efficiency & enhancing overall quality.

• Relationship Building:

  Establishes effective working relationships with stakeholders, relates well to clients, colleagues & team members, communicates clearly to avoid misunderstandings, manages conflicts efficiently, listens actively, maintains a positive & supportive attitude.

• Organizational Effectiveness:

  Develops potential initiatives that align culture and values with organizational strategy, measures employee productivity, engagement and morale, implements organizational redesign initiatives, assesses the impact of employee engagement initiatives, establishes understanding of the short- and long-term goals of planned organizational changes, diagnoses issues impeding team effectiveness, develops & implements team-based interventions that improve it, partners collaboratively with leadership in the development of communications, communicates with employees in a manner that enhances affiliation with the organization, crafts communications that accurately portray the state of the organization and that are engaging for employees, measures communication effectiveness.

• Continuous Learning:

  Shows a keen willingness to learn & unlearn for personal development, seeks feedback on improvement areas, modifies behaviour based on feedback, participates fully in relevant organizational learning modules, implements best practices, identifies team's learning needs & enables their development.

• Communication & Inter-Personal Skills:

  Presents persuasively, listens & observes well, is able to influence others, communicates well, informs team members of decisions in a manner that generates acceptance, builds rapport easily with others, manages conflict efficiently, is confident & assertive, leverages strong collaborative relationships with colleagues & OEMs to accomplish work effectively.

• HR Expertise:

  Should be updated on relevant laws, legal rulings, and regulations, maintains up-to-date knowledge of general HR practices, strategy, and technology, demonstrates a working knowledge of critical HR functions including: Strategic Business Management, Workforce Planning and Employment, HR Development, Compensation and Benefits, Risk Management (including safety, environmental health, quality, security, etc.), Employee and Labour Relations, Learning & Development, and HR Technology, utilizes core business and HR-specific technologies to solve business challenges, serves as the HR subject matter expert to managers, conducts investigations of workplace policy violations, manages day-to-day HR functions, applies policies and procedures across organization, implements HR technology plans, reports trends to senior leadership, recommends policy changes to support business needs.

• Workforce Planning & Talent Management:

  Maintains understanding of the organization’s vision, mission, values, and goals, measures gaps in current talent needs, assesses future talent needs, co-creates an annual headcount forecast with budget, identifies the characteristics of desirable potential employees, creates an employee value proposition statement, identifies potential changes that would make the organization more desirable to ideal potential employees, measures employee retention needs, determines the optimal methods for sourcing desirable potential employees, implements measures to retain top talent, develops a performance management system that aligns individual performance objectives with organizational strategic goals, creates a timeline for the execution of performance management evaluations, oversees the organization’s performance management system, coaches managers in how to set goals and expectations with employees, analyses gaps between individual performance and expectations, develops & implements an effective succession planning process, develops & implements a developmental planning process for high-potential individuals.

• Total Rewards:

  Maintains knowledge of rewards structures in the industry, creates equitable and effective rewards structures which include compensation, pensions, benefits, and perquisites, makes strategic use of rewards structure to encourage desired employee behaviour, ensures the rewards structure is compliant, collects comparative data on total rewards in place at competing organizations. implements programs and initiatives relating to the organization’s rewards structure equitably within the organization, measures the effectiveness of the total rewards structure using appropriate metrics, assesses the need & recommends changes to the total rewards structure, creates & delivers communications on the total rewards structure that help employees fully understand its value to them.

• Learning & Development:

  Identifies opportunities for learning that occur as part of everyday work activities, implements initiatives to develop a learning culture to enhance the organization’s effectiveness, selects organizational learning priorities to maximize return on investment and alignment with business strategy, assesses the potential of employees to develop competencies aligned with organizational strategy, implements learning and development programs that are relevant and effective, evaluates the effectiveness of learning and development programs.

• Discipline towards Internal Processes:

  Adopts company policies, utilizes required digital tools - CRM/ERP/E-commerce/OKR systems as well as HR technology platforms – ZappyHire, LMS, LinkedIn, HRIS, 10xPerformance & adheres to organizational processes, complies with legal & statutory requirements.

• Strategy & Business Partnering:

  Maintains awareness of broad economic, societal, technological, political, and demographic trends, formulates HR strategies within the organization that are informed by factors that are both internal and external, executes strategies that enhance the value of the human resources within the organization, adheres to governance requirements in the execution of HR strategies, maintains understanding of the organization’s vision, mission, values, and goals, participates with other business leaders in the development of organizational strategy, gains comprehensive understanding of the organization’s strategic plan, assesses variances between current HR practices and those required to achieve the organization’s strategic plan, develops potential tactics to achieve desired HR practices.

• Strong Org Citizenship & Integrity:

  Treats people respectfully, is direct and honest yet sensitive while working with others, works together with colleagues to solve problems and provide leverage to any team, treats colleagues & customers with dignity and respect, and works without bias, is fully accountable for actions taken and ensures that they are in full compliance with the company's rules and regulations.

• Commitment to Excellence:

  Monitors progress in attaining targets for self & staff and provides feedback, maintains focus, demonstrates results in a variety of selling scenarios, is passionate about his/her role and continuous seeks to learn best practices and gain mastery.

• Creativity/Innovation:

  Influences & negotiates - catalyst for change, brings energy, implements new ideas to improve customer engagment, finds unusual ways to get information, considers both conventional & unconventional ideas when problem-solving.

• DBusiness Importance of the Role:g:

  Seeks to know team members, is committed to help stakeholders and direct reports develop and excel, communicates clearly and is able to manage difficult conversations with sensitivity, is able to identify & address issues, is the go-to person for his/her team members, strives to accomplish more with less, aligns the team and provides context on company goals, identifies high potential, develops the next generation of leaders.D