Assistant Vice President - Employee Relations - Insurance

The incumbent will be responsible for managing complete employee lifecycle and will act as a custodian of the people practices for the assigned region. He/she will be responsible to engage with internal customers based in the assigned locations, partnering with them to build a robust people charter & would be playing a critical role in helping scale up the organization from the HR perspective basis defined business strategy. This will be an Individual Contributor Role (IC) and will involve travelling across the region.

Incumbent will be contributing as HR subject matter expert & would be playing a crucial role in aligning HR best practices to business needs & the internal customers.

Some of the Key Responsibilities would be :

Employee Lifecycle Management & Administrative Expert :

1. Act as the single point of contact for the employees of the assigned region for the identified business vertical.

2. Look for ways to proactively improve & enhance processes from time to time leveraging technology & through process re-engineering opportunities.

3. Drive core HR processes for the assigned region which include Talent Acquisition to proactively fulfil talent needs, disciplinary process, Employee grievance handling & query resolution, exit management etc.

4. Devising HR interventions for the business basis needs arising out of local issues and work closely with various teams for deployment & activation of the same.

5. Driving all employee engagement initiatives conceptualized by various COEs as part of the organization strategies within defined timelines.

6. Drive routine activities such as system changes & actions efficiently managing within defined timelines to support business.

7. Driving organization awareness & effectiveness amongst the assigned set of internal customers from time to time at the various career stages.

Performance & Talent Management :

1. Administering the yearly PMS cycle by helping stakeholders to ensure timely closure of the activity in line with the organization's philosophy of transparency & fairness.

2. Drive & ensure regular performance and capability planning reviews are conducted by stakeholders for their teams in line with the organization policy.

3. Conduct performance counselling sessions and manage sub processes such as Improvement plans, review mechanism etc for the assigned region.

4. Implement talent management strategies and develop relationship with business to drive organization goals & performance.

5. Lead talent retention strategies for the region to ensure engagement & retention of talent in the organization.

Employee Engagement :

1. Manage & ensure effective employee communication through formal & informal sessions for employees with the leaders.

2. Be seen as a go to person to implement specific engagement initiatives (targeted 1-1 discussions, pulse sessions, voice of employee initiatives etc.) that help achieve a highly engaged employee population across the varied businesses.

3. Drive the various employee engagement surveys conducted from time to time, analyze the outcome and create an action plan to plug the gaps on a regular basis for assigned region.

HR Business Partner :

1. Develop effective partnership with internal customers at all levels ensuring a robust employee network.

2. Act as an active guide for business on people practices & partner for business performance from the perspective of conducive & ethical practices.

3. Coach / Guide Cluster heads on people management & HR challenges.

4. Create effective analytical tools & reports to analyses employee information to enable managers with proactive solutions to address people challenges & foster positive work environment.

5. Identify, prioritize & build organizational capabilities for continuing business success in close coordination with the Cluster heads & regional leaders.

6. Collect market intelligence on people practices in the Industry & outside to be able to suggest to business effective people strategies from time to time.

7. Identify opportunities for strategic projects on people practices, conceptualize & drive to implement the same as part of change management acting as an effective change agent.