Regional HR Partner Leading Life insurance company

Job Description

Job Summary: Reporting to the Channel Head HR, the incumbent would be spearheading the HR agenda for the NORTH/EAST zone of the channel. S/he would be responsible to liaise with the Senior Leaders within and outside the channel in the creation and implementation of all people initiatives. The incumbent will work directly with the multiple senior-level people in the sales leadership team and drive and own the HR agenda consistent with the best practices being followed at HR in Company. S/he will be responsible for attracting, engaging and retaining a team of competent employees, creating a high-performance and positive work culture The role includes independent management of 2 full-time high-potential resources to deliver on the following: Manpower planning and module management Lead Attrition control and retention enhancement measures Creation and roll-out of effective employee engagement programs, in line with the central HR Strategy Be the torchbearer for culture & values in the channel Lead Talent Management initiatives for the channel Provide specialist coaching, support & influence that enables key Business deliverables. KEY RESPONSIBILITIES HR Stragegy for the Zone 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 leaders 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 the 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 an organisational culture Ensure unbiased and complete investigation procedures, compliance with the policy and process, and closure of issues reported Performance & Compensation Management Oversee implementation of the annual performance appraisal process in order to ensure the timely completion of the 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 the assigned patch. Effectively use JE (Job Evaluation) and Market benchmarks Deploy and monitor the effectiveness of the Performance review process and compensation Employee Relations and Communication Institutionalize employee relation forums that provide opportunities for 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 & counselling 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 External Vendors