Asst. Manager - HR (HRBP -Sales)

JD -

Job Description:

Business Partnering:

• Socializing and cascading objective setting & Mid Year Review sessions with all the employees of East Sales
• Lead HR agenda during functional review meetings like driving socializing objectives, organization VMVs, Leadership competencies, R&R, O&HR, NuView actions etc.
• Driving the key actions areas of LEAP S to the Sales employees by partnering with the Leap S team
• Understand the pulse of employees & share with ZSMs/RSMs heads for creating necessary change
• Partnering with leaders to execute the right organization structure for Sales and BD for seamless integrations

Talent Acquisition & Management:

• Partnering with hiring managers to identify talent needs, develop and analyze job descriptions, and implement effective recruitment strategies.
• Managing the full recruitment and selection process to ensure the organization attracts and retains top talent.
• Ensuring a smooth transition for new employees by coordinating orientation programs (SPROUT), providing necessary training, and facilitating New Joinees engagement through PRAGATI sessions by following 90 & 180 days feedback plan.
• Maintain 95% vacancy fill rate. Keeping back up profiles ready

Promoting diversity and inclusion within the organization wrt Industry, Age, Gender. Hiring right candidate at the right market

Performance & Talent Management:

• Conducting performance appraisals, My Objectives, and identifying areas for improvement
• Identifying high-potential employees and creating development plans to prepare them for future leadership roles within the organization by quarterly reviewing the 9 box data with the leaders. This includes assessing skills, providing training opportunities, and creating career paths.
• Enable the talent mapping process in partner functions by holistic review of competencies to create a succession bench.
• Facilitate discussions of low performers with their managers and ensure creation of performance improvement plan; further guide on action in case of no visible increase in performance level
• Design and monitor assessment centers for critical transitions like ASPIRE (Movement from offroll to onroll basis performance/Skill parameters)

Learning and Development:

• Collaborate with central L&D team to schedule and drive Sales training agenda as per AOP
• Developing new learning program for the East Sales team (Fun Friday Learning).
• Coordinating and making sure "SPROUT" induction program is happening for each new joinee of East Sales
• Helping each employee to complete 8 hrs of digital learning, 24 hrs of classroom learning
• Socializing and cascading objective setting & Mid Year Review sessions with all the employees of East Sales
• Collaborate and advice employees and managers to ensure IDPs are planned & implemented.
• Driving and making sure that the FITCHAMP competencies are being used and integrated in daily work of Sales employees of East,
• Driving digital innovation agendas and training the stakeholders on the same

Employee Relations:

• Timely resolutions of employee concerns and issues
• Be a SPOC for all HR policies
• Developing and implementing strategies to enhance employee engagement and retention
• Designing and implementing employee recognition and rewards programs to acknowledge and appreciate employee contributions like HR Apke Dwar
• Driving and ensuring timely and qualitative quarterly R&R (SHABAASH) along with State level R&R for East Sales as per engagement calendar
• Establishing mechanisms to gather employee feedback and suggestions to improve the work environment. This may involve conducting employee surveys, setting up feedback channels, and analyzing feedback to identify areas for improvement.
• Planning and organizing employee events and activities to foster team building, collaboration, and a positive work culture.
• Suggest changes in HR policies for the benefit of employees & organization

Develop a culture of appreciating performance by creating forums for recognition and reward

• Benchmarking best practices in industry for improving employee experience
• Ensure HRIS is maintained & updated both offline and online
• Have JDs for all roles updated at defined frequency