Job Summary
The role is responsible for driving the human capital strategy and execution for the Distribution Capability Centre (DCC), a centralized training department supporting over 20,000 employees across diverse sales verticals (including Proprietary and Non-Proprietary both). This role transcends typical HR Business Partner responsibilities, encompassing full ownership of employee lifecycle management, organizational design, strategic interventions, future readiness and fiscal oversight to ensure an optimized, agile, and engaged workforce aligned with the company s vision of the Capability Centre.
Reporting directly to Distribution HR Head, the incumbent will lead a team and collaborate closely with Talent Acquisition, Finance, various Channel HR Heads, Channel Training Heads and DCC leaders (700 +) to craft & execute strategies that foster high performance, retention, and operational excellence.
Key Responsibilities
1. Strategic HR Leadership & Organizational Design
- Lead the design and continuous evolution of the organizational structure to maximize efficiency, agility, and scalability in alignment with business goals.
- Collaborate with the DCC leadership team to define the long-term vision and human capital strategy for the department.
- Drive strategic workforce planning initiatives to meet current and future manpower needs, balancing cost control and business impact while ensuring quality
- Develop & deploy targeted HR engagement strategies for a dispersed workforce, ensuring isolated DCC employees feel connected, collaborative, and aligned with the department s vision through virtual and localized initiatives
- Collaborate with respective business heads, vertical heads and regional heads to embed the culture and discipline is consistent at each location and for each cohort irrespective of support to Proprietary or Non-Proprietary departments
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Employee Lifecycle Management
- Oversee end-to-end employee onboarding processes ensuring seamless integration & swift productivity ramp-up.
- Lead grievance management and employee redressal mechanisms to uphold a positive work environment.
- Spearhead succession planning and internal mobility programs to nurture leadership pipelines and career growth within the department.
- Administer performance management systems tailored to the unique demands of the DCC team, ensuring clarity of goals, regular feedback, and fair evaluations and market corrections as applicable
- Oversee structured exit management processes, driving exit interviews and insights for continuous improvement.
- Manage and resolve background verification challenges with rigor and compliance.
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Employee Engagement, Retention & Diversity
- Develop and implement innovative employee engagement initiatives to sustain high morale and foster a culture of excellence.
- Proactively analyze attrition trends and design targeted retention strategies.
- Partner with MDP team to enhance skill-building and professional growth opportunities.
- Be an ambassador for high Gender Diversity to sustain the organizational agenda while maintain the position of the department with best D&I%
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Financial & Manpower Cost Management
- Prepare and manage the departmental HR budget with accountability for manpower cost control and fiscal discipline.
- Monitor headcount, optimize resource allocation across various teams, and ensure cost-effective HR operations without compromising quality or compliance.
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Cross-Functional Collaboration & Stakeholder Management
- Work closely with Talent Acquisition leads to align hiring strategies with organizational needs.
- Act as a trusted advisor to senior leadership on all HR-related matters within the Sales Training function.
- Liaise with Finance, Legal, and Compliance teams to ensure HR policies and processes meet regulatory and organizational standards.
- Lead and oversee impartial, timely investigations often involving multiple departments ensuring thorough resolution while maintaining confidentiality and fairness across a high volume of complex cases.
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Data-Driven HR & Analytics
- Utilize robust HR analytics and reporting tools to track key performance indicators (KPIs) related to employee performance, engagement, turnover, and more.
- Conduct market research and benchmarking on competitors organizational structures, benefits, and HR practices to utilize in our strategy.
- Employ insights from data to recommend and implement process improvements.
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Process Re-Engineering & Thought Leadership
- Lead continuous improvement initiatives to streamline HR workflows, enhance service delivery, and embed digital solutions where applicable.
- Champion innovative HR practices and act as a thought leader to position the Sales Training HR function as a benchmark within the industry.
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Team Leadership & Development
- Manage, mentor, and develop a small team to deliver on operational HR excellence.
- Foster a high-performance, accountable culture within the HR team aligned with the broader departmental goals.
Desired qualification and experience
Parameter
Expectations
Experience
- 12+ years of overall work-experience with at least 6-7 years in HR Business Partner focused and 2+ years in HR Transformation roles
- Proven track record in managing large teams and complex employee populations, preferably within Life Insurance or Financial Services sectors
Industry Background
- BFSI preferred, or any industry with large-scale distributed workforce
Education
- Postgraduate in HR
- Additional certifications in HR (e.g., SHRM-SCP etc.) advantageous
Core Competencies
- Strong strategic thinking and organizational design expertise.
- Advanced problem-solving and decision-making skills with a data-driven mindset.
- Exceptional stakeholder management and interpersonal communication abilities.
- Expertise in employee relations, performance management, and succession planning.
- Financial acumen for budget management and cost control.
- Ability to drive change and lead process re-engineering efforts.
- Leadership presence with the ability to influence senior management.
- Exceptional people management and communication skills
