Associate Vice President - Business HR

Designation Associate Vice President

Location Pune or Chennai

Reports to Mridul Chandra - Vice President

Team / IC Role Leadership role -TCTS and TCPSL HR

Purpose of your Role Develop and lead execution of the company s HR strategy, global policies, practices and systems basis the business objectives for TCTSL & TCPSL (100% subsidiaries of TCL), and working closely with Corporate & Regional HR to align HR practices with business human capital requirements. As a People Consultant to the Business provide guidance to senior management, and ensure HR needs align with business objectives. As global BHR Leader for the BUs, ensure the execution of HR strategy across regions while assuring compliance to local regulations, standards and governance practices with the objective of improving productivity through best in class talent engagement and development. As a functional owner, drive business outcomes by leveraging data insights & analytics, tools & technologies, business intellience etc. to enable business and global footprint expansion through M&A, re-badging, culture transformation & integration, cost optimization etc.

You will be accountable for

(Key Responsibilities) Planning & Budgeting

Prepare BU HR key imperatives for the year covering individual plans for relevant HR processes basis historical data, business requirements and priorities; Provide inputs on policy changes required within business line to Corporate HR; Review and study metrics received on various factors like employee engagement, attrition, headcounts, vendor costs, investments required in employees etc; Review and provide inputs for the corporate budget and HR budget based on the above metrics, key business imperatives and market realities; Track and review the scores across various metrics; Review the finalization of budget and seek approvals; Track adherence to budget and take corrective actions in case of deviations.

Talent Acquisition

Participate in forecasting of manpower requirements for the year and per quarter based on business needs, projected attrition and expected location movements; Liaise with business to ensure that manpower is in line with pyramid structure; Provide inputs into recruitment plan development including fresher to non fresher mix, channels to be used etc; Interview candidates for senior level (GM /VP) or critical positions and assess candidate fitment into role and organisation; Review the weekly reports and seek inputs in case of major abnormalities; Resolve recruitment related escalated issues.

Compensation & Benefits

Provide inputs to the Corporate Compensation team to draft compensation and benefits strategy & budget; Recommend changes to the strategy keeping in mind business and market conditions; Drive the development & execution of the variable pay plan in the BU; Drive execution of corporate norms; Supervise team in meeting all compliance requirements; Monitor corrective actions on compliance as required.

Performance Management

Institutionalize PMS framework within business lines and monitor completion; Trouble shoot on normalization; Monitor to ensure that promotions are in line with defined policies; Liaise with segment heads to drive closure; Get involved in normalization if it not in line with corporate guidelines.

Talent Development

Drive implementation of training programs in the BU; Guide the team to liaise with the Corporate T&D team to determine training needs and seek required approvals; In case of external training guide the team to identify training vendors; Select vendor basis content and cost in collaboration with the T&D team; Seek approval on training vendors from senior management; Drive coordination with relevant teams for training execution; Monitor training effectiveness and make course corrections if any.

Drive the development of career path for HIPOs; Provide direction to the team to identify high potential employees for local and global roles; Guide the team to develop action plans for the identified employees and liaise with business in implementation.

HR Enablement Growth in Existing and New GEOs

Collaborate with other departments and external agencies to conduct thorough market research on the new GEO.

This research includes understanding the local labor market, employment regulations, staffing strategy, cultural nuances, compensation standards, and cultural factors that may impact recruitment and retention. Develop a workforce plan based on this research, outlining the staffing needs and strategies for entering the new market. comprehensive onboarding program that familiarises new hires with the companys values, policies, and expectations. spearhead the recruitment efforts for the new GEO, including sourcing and hiring local talent.

Employee Engagement / Productivity Measurement

Define employee engagement targets for business lines; Plan and drive implementation of employee engagement initiatives based on overall objective; Track effectiveness of initiatives undertaken.

Track and monitor performance/ productivity measures of employees; Plan and drive implementation of initiatives based on scores; Track effectiveness of initiatives undertaken.

Team Development

Participate in the recruitment and selection process; conduct goal setting and performance review for the team; drive team development, engagement and reward initiatives; coach and mentor team members as required and ensure resolution of any people issues.

You Are (Behaviours to display aligned to DRIVE) Must display all the DRIVE attributes ;

Ownership & Accountability - Ability to look at the big picture, Collaboration - lead and work along with Cross functional Teams, Can do attitude & growth mindset - Seek challenges, Being Agile, Continuous learning & Skill Transformation, Innovation & Problem Solving

You have

(Qualification and exp) MBA or a post graduate degree in HR with experience of 15+ years of which at least 5 years in HR Leadership roles; Experience in all functional areas of HR like Talent Acquisition, Talent Management & development, Global talent Management and Global Compensation would be essential ; Understanding of the overall ICT, managed Services & IT sector and business imperatives is essential

Collaborative and Teaming Skills along with Leadership skills (Managing a min of 2 level teams). Consulting and Influencing skills are also essential for this role

Cross cultural sensitivity, ability to understand the business and execution capabilities; Ability to think creatively, manage change, influence senior executives and take initiative to drive projects, legal compliance sensitivity