Senior Manager - Axis HR

Job Description

Job Description Position Senior Manager - Human Resources Reporting To Vice President - Human Resources (Axis Partnership) Department HR Function Distribution HR Location Hyderabad - GO1 Band 4A About Axis Max Life Insurance Axis Max Life Insurance Company Limited is an Indian life insurance company headquartered at New Delhi, and the largest non-bank private-sector life insurer in India. It is a 8020 joint venture between Max Financial Services and Axis Bank. The company is a subsidiary of the publicly-listed Max Financial Services. It was founded in 2000 after the liberalization of the insurance sector in India and its operations began in 2001. We Stand for Job Summary Reporting to the Zone HR, the incumbent would be spearheading the HR agenda for the Karnataka region. S/he would be responsible to liaise with the Senior Leaders within and outside the channel in 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 Axis Max Life. 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 team management of 1-2 off-role 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 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. Caring A compassionate leader who demonstrates appreciation for diversity in thoughts and approach towards people as well initiatives, eliminates biases to promote meritocracy. A coach who inspires people to excel and sets a culture of high performance. Collaboration A boundary-less leader who is capable of identifying & leveraging expertise of team members for superlative outcomes, thus, delivers to the organizations ask. A leader who addresses challenges with a solution oriented approach to create win-win partnerships within & outside teams through inspired cooperation and teamwork. Customer Obsession A leader who embodies Customer and keeps him at the core of all deliverables. Proactively anticipate customer needs and implement strategies to provide best in class customer experience. Growth Mindset An ambitious leader who can sponsor game changing ideas and rally the team to turn them into a reality. A leader who challenges the status quo, takes bold & creative actions to manage complex issues & achieve high impact goals by pushing self and others and raise the bar on performance. People Leadership A people s leader who inspires their teams to stretch themselves and achieve their true potential. A leader who create leaders by coaching, empowering & motivating them to deliver superior business outcomes. KEY RESPONSIBILITIES HR Strategy for the Region 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 - Sales leadership Other Channel HR teams Regional HR teams HR Operations Corporate HR BPMA team -Legal & Compliance Team -Internal Audit team External Vendors