Chief Manager - Axis HR

About Max Life Insurance:

Max Life Insurance Company Limited is a Joint Venture between Max Financial Services Limited and Axis Bank Limited. Max Financial Services Ltd. is a part of the Max Group, an Indian multi business corporation.

Max Life offers comprehensive protection and long-term savings life insurance solutions, through its multichannel distribution including agency and third party distribution partners. Max Life has built its

operations over almost two decades through need-based sales process, a customer-centric approach to engagement and service delivery and trained human capital.

As per public disclosures, during the financial year 2019-20, Max Life achieved gross written premium of Rs. 16,184 crore. As on 31st March 2020, the Company had Rs. 68,471 crore of assets under management (AUM) and a Sum Assured in Force of Rs. 913,660 crore.

For more information, please visit the Company's website at

We Stand for:

Max Life Insurance is an Equal Opportunity Employer and promotes inclusion and diversity.

KEY RESPONSIBILITIES

HR Strategy for the Regions

• Conceptualize and deploy HR strategy for the Patch to support patch Business Plans
• Develop and deploy an effective Manpower Plan
• Ensure quality of hire
• Ensure key Talent Retention
• Conceptualize and deploy Employee Engagement Initiatives.
• Be the thought leader and HRBP to client leaders on strategic as well as operational people matters

Business Partnering with field Business Leaders

• Participate at the channel level strategy forums for integration of business & support
• Lead the change management agenda
• Positively influence the business lead to ensure that he is aligned to the people agenda and also ensure people strategy dovetails with the business strategy
• Coaching and Performance Enablement

Talent Management and Development for the channel

• Operationalize OTR(Organization Talent Review) for the channel.
• Create and execute the succession plan for key roles
• Engage and develop Best bets
• Effective execution of MDR (Management Development Review) framework
• Enable training and development of all employees (TNA, delivery and feedback)
• Promote internal mobility
• Promote gender diversity

Build Organization Culture and Reinforce Values

• Institutionalize Organizational Values in employees and processes
• Embed effective implementation of Rewards framework, including customer centricity
• Leverage Employee Engagement (IBM Kenexa) outcomes to build organization culture
• Ensure unbiased and complete investigation procedures, and compliance with the policy and process, and closure of issues reported

Performance & Compensation Management

• Oversee implementation of annual performance appraisal process in order to ensure timely completion of performance management cycle.
• Drive moderation of ratings for the assigned patch and assist the business heads in making promotion decisions
• Support business in decision making (Fitment) & allocation of compensation quantum for assigned patch. Effectively use JE (Job Evaluation) and Market benchmarks
• Deploy and monitor effectiveness of Performance review process and compensation

Employee Relations and Communication

• Institutionalize employee relation forums that provide opportunity to employees to connect and bond with management and peers
• Enable productive organizational climate
• Enable openness and two-way communication between employees and management through communication forums such as town halls, skip level meetings, focused group discussions
• Enable employee engagement by executing action plan emerging from employee surveys
• Handle grievances
• Provide coaching &counseling to build a motivated team and ensure smooth & cordial relations

Measures of Success

• Feedback from stakeholders/ internal customers
• Effectiveness of HR strategy Effective and timely deployment of HR processes and measures
• Recruitment Turnaround time, Quality of Hire in key roles, Feedback on new hire performance
• Effectiveness of Talent Strategy Regretted Attrition, Attrition of identified talent
• Number of Training Interventions vs. plan
• Employee Productivity and per capita Cost

Key competencies/skills required

• Strategic Planning & Result Orientation
• People Management
• Customer Centricity
• Problem Solving & Decision Making
• Impact with Influence
• Role Modelling Core Values
• Strong Business Acumen

Key Relationships (Internal /External) Internal

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• Other Channel HR teams
• Regional HR teams
• HR Operations
• Corporate HR
• BPMA team

-Legal & Compliance Team

-Internal Audit team

External

• Vendors