HR Business Partner - NPD

About TVS / Who arewe?

TVSMotor Company is a reputed two and three-wheeler manufacturer globally, championing progress through Sustainable Mobility with four state-of-the-artmanufacturing facilities in Hosur, Mysuru and Nalagarh in India and Karawang inIndonesia. Rooted in our 100-year legacy of Trust, Value, and Passion forCustomers and Exactness, we take pride in making internationally aspirationalproducts of the highest quality through innovative and sustainable processes.We are the only two-wheeler company to have received the prestigious DemingPrize. Our products lead in their respective categories in the J.D. Power IQSand APEAL surveys. We have been ranked No. 1 Company in /the J.D. PowerCustomer Service Satisfaction Survey for consecutive four years. Our groupcompany Norton Motorcycles, based in the United Kingdom, is one of the mostemotive motorcycle brands in the world. Our subsidiaries in the personale-mobility space, Swiss E-Mobility Group (SEMG) and EGO Movement have a leadingposition in the e-bike market in Switzerland. TVS Motor Company endeavours todeliver the most superior customer experience across 80 countries in which weoperate.

Formore information, please visit www.tvsmotor.com .

Job Role:Human Resource Business Partner

Department:Human Resources

Section:HR

Location:Hosur

Education Qualification: Bachelorsdegree in engineering, masters in business administration, or a related field(Mandatory).

RequiredExperience: 5+ yrs.

PositionReports to: Lead HRBP - NPD

Purpose of the Role:

Contribute to the development and accomplishment of strategic andtactical objectives of the NPD business vertical attracting, developing, managing, motivating, and retaining talent. As the HRchampion in the line function, collaborate with stakeholders to ensure thesmooth implementation of all HR policies and systems, driving the advancementand success in the NPD sector.

Role and Responsibilities or Managingpoints (Key KPI/KRAs) :

1. Strategic Planning: Serve as the custodian of theorganization structure and its people by identifying current and futurestrategic workforce needs.

2. Workforce Planning: Plan the workforce for the functionand fulfil regular & critical vacancies through mid-career recruitment.Also, analyze exits and devise actions to control attrition.

3. Employee Effectiveness: Monitor employee productivity andimplement actions for its improvement.

4. Employee Performance: Coach managers to improve theireffectiveness and support employees in managing their careers (performance & potential).

5. Competency Building: Enable the process of developing keycompetencies in the function, by supporting L & D to identify competencyrequirements (technical and behavioural) for all roles.

6. Employee Engagement: Facilitate employee engagementinitiatives to maximize engagement.

7. Advocacy: Champion employee advocacy by being the 'voice'of the employee. Also, champion all Diversity & Inclusion initiativeswithin the function.

Qualifications:

Academic: Requires an MBA HRM/HRD with at least 60% fromtop management colleges (regular / Armed Forces programs). An engineeringbackground would be advantageous.

Functional competency:

1. Job Analysis, Design & Job Evaluation

2. Competency-Based Training, Learning, and Evaluation Methodology

3. Performance Management

4. Compensation & Benefits

5. Personal & People Leadership

6. Excellent Communication (written, verbal, and presentation)

7. Customer Centricity

8. High Level of 'Executive Presence

Behavioral competency:

Attention to Detail

Problem-Solving

Accountability

Adaptability

Collaboration

Continuous Improvement