HR – Regional HR Business Partner

Job Role Purpose: (Brief summary for the existence of the job role)

Support delivery of the HR strategy for the Business working for (RBB)

The position is responsible for aligning business objectives with employees and management in designated business units. The incumbent will be responsible to drive specific initiatives as part of this role.

To establish the HRBP Framework of the region at the highest quality through execution excellence by partnering with business stakeholders and employees.

Key Job Responsibilities

(Not restricted to):

Actionable

Manpower Planning

1. Agreement towards the manpower planning models implemented for approving additional manpower for RBB,GIB and RTFX (Revenue Roles).Sign off by Business and BP HR
2. Build robust manpower planning models towards predicting additional manpower requirement for RBB,GIB and RTFX (Non-Revenue generation roles)

Sign off by Business and BP HR

Creation of Build v/s Buy talent strategies

Employee Life Cycle Management

Ensure Quality Employee Lifecycle Processes

Implement Employee Lifecycle Management Processes (Processes post Recruitment Step) at the Highest Quality and within TATS for the Region in collaboration with Supervisors, TA Team, HR Ops Team, ER Team and other Corporate HR Team.

Ensure that HR Systems are updated with accurate employee data and process data

Measure, Report and Analyze the Delivery Quality & TAT Adherence of LCM Processes on a Monthly Basis (Through Process Scorecards)

Organization Structure Management & Design

Review of spans and layers, supervisory structure for RBB, GIB and RTFX teams as a precursor to arriving at a fit for purpose organisation structure discussion with GHs and BHs

Talent Management & Mobility

Create and drive the Talent Management Strategy for RBB & GIB in conjunction with the TM COE.

• Process and criteria for Talent Identification (all levels)
• Succession planning for senior roles
• Individual Talent assessment and capability building
• Mobility (internal and cross functional)

Talent Review Discussion (D4 and above) including career, mobility conversations and mapping and deploying top talent based on both past performance and potential.

Dovetail with overall Talent Framework Implementation timelines.

Drive Job Rotation process as per the policy of the bank

Work closely with L&D team to develop and roll out bespoke leadership programs basis IDPs (D4 and above).

Develop a future Leaders program for D3/D4 identified successors.

Enabling Performance

Create a Meritocracy oriented work culture by driving the PMS process and implementing quality R&R programs

Implement PMS Drive Goal Setting. MYR, Annual - Appraisals and PIP process to establish a Fair, Transparent and Merit Based Performance Culture.

Build Supervisors' and employees' awareness and understanding about the PMS.

Facilitate to complete the various PMS process steps in a timely and compliant manner

Implement Recognition/Awards frameworks to build an "Appreciative Culture".

Work with the Line Supervisors and other Stakeholders to analyse and improve PLP effectiveness

Identify Performance Issues at Individual and Team Levels on an ongoing basis and drive timely interventions to address these pro-actively

Talent management & Capability building

Implement the Capability Development and Career Progression Interventions for the identified Segments of Employees at the Region like Hi-Pots, Supervisors, and Young Talent from Campuses, Women and HR Team Members.

Ensure Job Rotations for all employees as a mechanism for Capability Development, Talent Mobility across Verticals/Businesses and Risk Mitigation.

Facilitate Employee Movements/Transfers

Facilitate Staffing decisions for the new roles or vacancy roles in close collaboration with TA Team and Line Supervisors

Employee Engagement & Retention

Increase employee retention and EVP

• Monitor and drive the Employee Retention Interventions
• Regular implementation of Employee Communication & Connect Programs (Communication between -Employee to HR, HR to Employee, Employee to Leadership, Leadership to Employees)Identify Teams and Themes that need intervention at the region
• Effectively Manage the Employee Escalations at the Region
• Design and Implement Mass Engagement interventions at the Region to bring Employees from various backgrounds together and to enhance their emotional connect with the organization
• Implement special interventions for Specific Segments of employees - Women, Young Campus Talent etc. Drive D&I interventions.
• Implement EVP and Culture Interventions
• Work closely with other HR Functions-Talent Acquisition, Talent Management & OE etc. to enhance employee experience

Implement centrally driven HR initiatives in the region

• Ensure TAT and Quality are maintained for Centrally driven HR projects/ initiatives
• Participate in the National level initiatives
• Provide inputs to COES and other Central Teams to enhance the effectiveness and efficiency of HR Processes

Employee Communication & D&I initiatives

Partner with employee comms COE to agree a framework for HR communication for RBB and GIB

Partnering Talent and OE team to support and drive all D&I initiatives (including gender diversity especially at senior levels)

Employee Connect

• Meet all D4 and above employees one on one
• Define the employee connect plan (link with communication) across levels with support of regional heads drive local interventions
• Selective location visits with RHs towards getting a first-hand understanding of on ground working.

Rewards and Recognition

Annually review the RnR criteria towards reinforcing Task and behaviours being rewarded.

Employee value proposition

• Work with comms/ EVP COE on implementation
• Employee experience- In collaboration with the HR communication and RH team, agree upon and employ tools towards capturing employee experience at various life cycle stages.
• Review forums with business and implementation at regions.

Performance Management

Mapping and validation of business KBOs and scorecards and sign off by GH/BH and Head HRBP and ensure communication of the same to all employees. Creation and validation of JDs (D4 and above) including that for Job evaluation purpose.

Educational Qualification & Certifications required:

• MBA/PG Diploma in Human resources

Competency & Skills Required:

• Analytical Inclination
• Planning and Organising
• Interpersonal Skills
• Influencing skills
• Excel skills for reporting & MIS

Experience Required:

• Min 3-5 years of experience as an HR Professional
• Proficient in Microsoft excel and Power point

Major Stake Holders (Intra team and cross functional stakeholders, who would need to be interacted with for discharging duties):

• All business and product teams
• HR teams