People Business Partner- U.P & Uttarakhand

Job Description

Job Description Unique Job Role Business HRBP Region Region North Function Grade HR Reporting to Date Head HR- Region --- Job Details To partner with the business to understand the current and future business imperatives and liaison with the employees to assist in driving the business imperatives. The role is expected to act as an employee champion to understand the pulse of employees to develop people related strategy and act as a change agent to and drive the strategy among the employees External Interfaces Recruitment consultants Internal Interfaces CEOs & Business Heads ¢ ¢ ¢ ¢ ¢ ¢ ¢ Marketing team Merchandising team Legal team Design team IRSG team Optometry team IT & Digital team Finance team Internal Audit team Job Requirements Education ¢ ¢ MBA in HR preferably from a premier college Relevant Experience Behavioural Skills 10 -12 years of relevant experience preferably in a retail / FMCG organisation ¢ ¢ ¢ ¢ ¢ ¢ ¢ ¢ ¢ ¢ Thinks big Business savvy Entrepreneurial drive Nurture relationship Influence for impact Ability to lead diverse team Accountability Believes in people Curious Is passionate about categories and products Knowledge ¢ ¢ ¢ ¢ ¢ ¢ Applicable labour laws, rules and regulations Labour market trends Compliance requirements related to Employee Relations Leading industry practices in Employee Relations Grievance and discipline management Productivity norms and industry benchmarks Process Contributions Process Contribution Process Outcome Performance Measure HR : Business Partnering : HR Strategy and Annual Operating Plan Job Description Private and ConfidentialPage 1 Sensitivity: Internal 1. Contribute to the development of the HR strategy by translating the business context understanding and providing inputs with regards to business focus areas 2. Develop the HR plan for the corporate and retail team aligned to the business priorities and present the plan along with the budget for approval Inputs to HR strategy Adherence to timelines Adherence to timelines Adherence to guidelines Annual operating plan 3. Rejig the plan based on the recommendations to align with the overall business and HR strategy and cascade the plan to the team HR : Business Partnering : Manpower planning 1. Review the first level manpower requirement gathering from the business by the team based on the principles of manpower planning 2. Collate the requirements and present it to the function heads for fine tuning the plan aligned to the business requirements 3. Share the plan (collated plan from the corporate and region) with the C&B team for costing and participate in the discussion with the CXOs for finalisation Calibration Adherence to guidelines Adherence to timelines Refining of IDP Successor list Critical position identification Job Rotation 4. Incorporate the recommendations from the CXOs and relook at the plan and avenues for cost optimisation 5. Ensure that the finalised manpower plan approved by the top management is entered in the system and communicated to the respective region HR : Business Partnering : L&D, Career and Succession Planning 1. Liaison with the leadership development team and the function heads in the calibration meeting for the talent to ELP programme 2. Undertake discussions with the function heads for identification of critical positions and develop potential successor list based on talent review discussion 3. Work with the function head and the managers to ensure that the training needs identified through refined IDPs are aligned to the business needs Goal setting Review & feedback to employees TAT Adherence to guidelines Adherence to timelines Performance calibration PIP process 4. Ensure that training needs are met by ensuring delivery in liaison with the L&D team 5. Lead the discussion with the managers and the function heads to encourage role change for the employees who have been stagnant in a role for more than 5 years 6. Ensure the completion of any talent activities due by the employees as per the guidelines HR : Business Partnering : Performance Management 1. Ensure that goal setting process and review is completed within the Goal setting Review & feedback to employees TAT timelines as per the prescribed guidelines Adherence to guidelines Adherence to timelines 2. Conduct the goal labs with the business to ensure the cascading of the business score card ensuring horizontal and vertical alignment 3. Facilitate appropriate level of calibration meeting with the stakeholders to ensure alignment to prescribed guidelines 4. Participate in the calibration with the top management post collation of the regional, corporate and factory ratings to finalise on the ratings 5. Coach the managers on goal setting, feedback, review, rating, etc. to ensure the conduct of high impact performance management 6. Ensure that the PIP process is initiated for the appropriate employees and ensure that the process is executed as per the prescribed guidelines Performance calibration PIP process Job Description Private and ConfidentialPage 2 Sensitivity: Internal 7. Liaise with the business to determine the appropriate course of action for the employees under PIP basis their performance HR : Business Partnering : Employee Experience 1. Manage connect with the employees and manage any escalations / grievances raised by the employees appropriately as per the guidelines Investigations Disciplinary actions Adherence to timelines Adherence to statutory guidelines 2. Undertake investigations for allegations raised such as harassment, fraud, etc. as per the principles of natural justice and prepare report on the findings and conclusions 3. Undertake disciplinary actions in consultation with senior stakeholders and implement the same as per the prescribed guidelines Employee engagement score Exit conversation 4. Review the employee engagement score and assist the function heads in action planning basis the employee engagement scores 5. Undertake employee exit conversations if required to retain employee / understand the cause of exit and recommend appropriate actions in case of any relevant findings 6. Provide inputs in the assessment of the reward nominations based on the business impact for the decision on the award HR : Business Partnering : Internal Consulting 1. Liaison with the leadership team in organisation design / structuring Organisation design TAT Effectiveness of initiatives exercise aligned to the business requirements 2. Evaluate the manpower numbers / organisation periodically and recommend modifications to ensure structural alignment 3. Align with the business to identify the needs of the 4. Drive the OD initiatives across the organisation and ensure sustenance of the same through effective management of change Sales Incentive Execution OD initiatives HR : Business Partnering : Recruitment & Selection 1. Define the sourcing strategy for the positions to be hired as per the criticality of the position and the availability of the talent in the market 2. Evaluate the sourced candidates for suitability against the role requirements as per the defined selection parameters and provide recommendations 3. Track the progress of the recruitment process to ensure that the recruitment process is completed within the defined timelines 4. Ensure that the offer is rolled out to the selected candidate post the document verification and salary negotiation and ensure that the candidate joins within the stipulated time Sourcing of candidates Quality of hires TAT Candidate experience Adherence to guidelines Evaluation of candidates Offer roll out Induction 5. Ensure that induction is conducted as per the guidelines for the new joiners to ensure that they are well acquainted with the firm and its policies HR : People Management 6. Review and design the performance management system aligned to Timely conduct of Adherence to timelines the business strategy and talent imperatives meetings and guidelines 7. Ensure that Goal labs are conducted and audit of the goals is undertaken to monitor its adherence to the guidelines 8. Develop the calibration strategy, conduct the performance & promotion calibration process for the higher levels as per the guidelines and strategy Job Description Private and ConfidentialPage 3 Sensitivity: Internal