65 Titan Company Jobs

Job Description
Unique Job Role
Business
HRBP Region
Region North
Function
Grade
HR
Reporting to
Date
Head HR- Region
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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
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Marketing team
Merchandising team
Legal team
Design team
IRSG team
Optometry team
IT & Digital team
Finance team
Internal Audit team
Job Requirements
Education
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MBA in HR preferably from a premier college
Relevant Experience
Behavioural Skills
10 -12 years of relevant experience preferably in a retail /
FMCG organisation
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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
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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