Air India - Senior Manager - HR Business Partner (7-10 yrs)

Job Purpose:

- Partner with the Lead -HRBP on priorities pertaining to employee relations, talent management, employee engagement, and change management

- Enhancing employee engagement and facilitating the implementation of HR policies that contribute to the efficient and effective functioning of business supported. By focusing on talent management, performance optimization, and employee satisfaction.

Key Accountabilities:

Business Partnering:

- Collaborate with the Lead- HRBP to execute strategic plans for effective internal stakeholder communications, engagement initiatives, and project strategies aligned with the company's vision and goals.

- Execute strategic plans for talent acquisition, retention, and development specific to the business supported to ensure alignment with organizational objectives.

- Work closely with the business teams to understand their business needs and provide HR solutions that support operational efficiency and effectiveness.

- Execution of HR strategies and tactics for the business supported, using data analytics to maximize workforce productivity and achieve budget targets.

- Implement workforce planning strategies to address current and future talent needs in the business supported.

Employee Relations and Engagement:

- Foster a positive employee relations environment within the business supported, assisting resolution of employee concerns, conflicts, and grievances.

- Develop and implement employee engagement initiatives to enhance the overall employee experience.

Talent Management:

- Collaborate with Lead- HRBP to identify key talents, high-potential employees, and succession planning strategies.

- Implement talent development programs to ensure a continuous pipeline of skilled and engaged employees in the business supported.

Compliance and Policy Adherence:

- Ensure compliance with HR policies, procedures, and legal requirements within the business.

- Provide guidance to business leaders on HR-related compliance matters and best practices.

Employee Engagement Initiatives:

- Assist in driving engagement strategies and initiatives, supporting culture building within the business unit.

- Collaborate with managers to create a positive work environment where employees feel valued, supported, and motivated.

HR Service Delivery:

- Coordinate with local HR service delivery to ensure compliance, risk mitigation, and operational efficiency within the business unit.

- Facilitate HR communications and provide support for escalated employee inquiries, offering feedback on HR policies, processes, and programs to enhance overall effectiveness.

Performance Management:

- Assist in driving the Performance Management System (PMS) processes, ensuring adherence to timelines and handling grievances related to performance ratings.

Learning and Development:

- Collaborate with Learning & Development Teams to communicate business-specific training requirements and support people development across functions.

Change Management:

- Support organizational change initiatives, providing guidance and support to employees during transitions.

- Assist in implementing restructuring plans as needed to optimize organizational efficiency and effectiveness.

- Any other additional responsibility could be assigned to the role holder from time to time as a standalone project or regular work. The same would be suitably represented in the Primary responsibilities and agreed between the incumbent, reporting officer and HR.

Skills Required for the role:

- Creativity in problem solving:

- Stakeholder Management

- Analytical Thinking

- Attention to detail

- Regulatory Compliance

- Business Understanding

- Team Management

- Strong Interpersonal skills

Key Performance Indicators:

- Employee Engagement and Retention

- Employee Engagement Scores

- Employee Retention Rate

- Average Employee Tenure

- Resolved/Unresolved Employee Concerns

- Average Response Time to Grievance Redressal

- Talent Management and Acquisition

- Talent Acquisition Metrics

- Compliance and Financial Metrics

- Compliance Metrics

- Adherence to Annual Budget

Key Interfaces:

Internal Interfaces:

- Business Leadership

- Collaborate with business leaders to understand business goals and align HR strategies with operational objectives.

- Provide HR support in workforce planning, talent management, and employee relations within the business supported.

- Employees and Workforce: Support the workforce for respective businesses in handling any grievances pertaining to HR.

- Corporate HR Team: Collaborate with the broader HR team to ensure consistency in HR policies, practices, and programs across the organization.

- Share insights and best practices with the corporate HR team and leverage central resources for HR initiatives.

External Interfaces:

- Labor Unions and Employee Representatives.

- Engagement with labor unions and employee representatives to address collective bargaining agreements, negotiate terms, and manage employee relations matters within the framework of labor regulations.

Educational and Experience Requirements:

- Minimum Education Requirement;

- Masters/MBA/PGDM/PGP/PG degree/diploma in Personnel/Human Resource Management.

Minimum Requirement:

Desired:

Experience

- 7-10 years of experience in talent management, employee relations, performance management, and workforce planning.

- 10+ years of experience in HR, with a substantial portion of that experience in HR Business Partnering.

- Experience in the aviation sector is an added advantage.