Head Business HR

Purpose/Objective

The People Development Partner at Adani Group plays a pivotal role in enhancing the overall employee experience and engagement within a business unit. This strategic role involves collaborating with leadership to implement HR strategies that align with business objectives while fostering a high-performance culture. The candidate will provide assurance and drive people development agenda. This role reports to the Chief People Officer for the Business Unit.

Key Responsibilities of Role

Organization Design: Design Workforce Models: Strategic Decisions to support - I nsource Vs Outsource models for delivery - Ratio to maintain On roll: Off roll: Contractors - Span and layers - Educational Qualifications & Skills Ratios – Engineering: ITI Diploma: BSC. Job Evaluation: Conducting periodic Job Evaluation exercise across BU. Mergers & acquisitions, Divestures: Supporting the leadership team in due diligence, benefits harmonization, people transfer and assimilation. Driving High Performance Culture : Drive CEO & N-1 Performance Management & enable People Managers to own Performance of employees through measurable goal setting mechanism. Structured Job Rotation: Establish clear guidelines and frameworks for job rotations across different business, services, corporate & sites over to develop employees to their full potential Rewards & Recognition: Managing People Manager & Employee motivation through right level of compensation as well as rewards, Recognition. Employer branding: Establish an inspiring employee value proposition by driving employee initiatives to position Adani as an employer of choice basis key employee drivers identified. Success Profiles: Define criteria to develop success profiles to ensure to be used by TA & TM teams Career Pathing: Designing career path across business. People Engagement : First 365 Days of each Employee: Enabling managers to help ensure they own the employee settling in Adani Group. Employee Survey: Use Group Survey insights from ‘Your Voice Matters’ to build action plan around Managers whose employee seem to be disengaged. Data driven feedback Mechanisms: Establish continuous feedback mechanisms to ensure People Mangers understand their team dynamics and how they are performing as people managers Manager Enablement Programs: Develop comprehensive enablement programs that equip managers with the skills and tools needed to effectively lead their teams. Town Halls & Reviews: Plan and execute regular manager and employee town halls & CXO Reviews to enhance communication and transparency. Retention: People Managers own the employee retention by understanding and owning decisions of why people are leaving and also are responsible for consequence management for higher attrition of team members impacting their Variable pay. Career Growth: Ensuring People managers are owning employee carers based on people analytics to ensure employees are able to reach their potential in Adani Group. Owning Employee career and being sponsors to help managers. Promotions & Role Fitment: Assurance to ensure people managers are identifying right talent & managing quality and effectiveness of process laid out by business unit and Group. Assurance Strategic Resource Allocation: Collaborate with finance and senior leadership to allocate budgets for all people function Data Driven Budgeting: Utilize data analytics to forecast future needs and asses the ROI of previous initiatives to recommend strategic adjustments to the budget. Managerial KPIs: Implement and track key performance indicators (KPIs) for managers to ensure they are meeting their people management goals. Feedback Systems: Establish robust feedback systems to provide managers with real-time insights into their team's performance and engagement levels. Key Interactions : Internal Business Unit Leadership: Regularly collaborate with Business Unit Senior Leadership, People managers, Site heads. External External Partners: Supporting benchmark, Job Evaluation, Assessment Centres.

Technical Competencies

Understanding of HR strategies and best practices,Analytical skills and ability to leverage data for decision-making,Experience in employee development and engagement.,Experience iManaging compensation and performance management cycles

Qualifications and Experience

Bachelor’s degree in human resources, Business Administration, or a related field. Master’s degree preferred. Proven experience in HR roles with a focus on employee development and engagement. Strong understanding of HR strategies and best practices. Excellent communication, leadership, and interpersonal skills. Ability to collaborate effectively with senior leadership and other stakeholders. Strong analytical skills and ability to leverage data for decision-making. Experience in managing compensation and performance management cycles. Knowledge of talent management processes, including job banding, promotions, and job rotations.