Associate Vice President/Site Head - Human Resource - BPO/ITeS - IIM/IIFT/FMS/MDI

Role - Associate Vice President / Site Head HR - BPO

Location - Gurgaon ( 1 Position) & MUmbai ( 1 - Position)

Role Requirement:

- 12+ years of HR Experience

Education: HR Post Graduate Degree from a Tier 1 college (preferred)

- Business Partner background from a large multi geography organisation in BPO / KPO / IT Setup would be preferred. Should have additional exposure to either Recruitment, Compensation or HR Operations.

- Strong stakeholder management skills - should have managed CXO level stakeholders. Global stakeholder management experience would be an added advantage

- Strong written communication & presentation skills (including MS Office skills - PowerPoint/Excel)

Role Description:

The incumbant will drive HR processes/initiatives from employee onboarding to employee exit ( entire life cycle) along with partnering with business stakeholders, supporting client discussions, managing employee escalations/grievances and applying organisation policies to support delivery and execute growth programs as directed.

Key responsibilities:

Leadership & Strategy:

- Develop Human Capital Strategy and tactical programs to achieve the same; in alignment with the long range and annual plans / priorities of the business

- Support and participate in the business strategy by bringing in the people context

- Define the operational framework for the delivery of services provided by the Cross Entity service delivery teams based upon the defined business and HR strategy in the business

- Adapt, communicate and implement the strategic direction of HR operations to ensure adherence to global policies and processes

- Drive the programs that future-readies the business viz. leadership development, culture, talent management etc.

Stakeholder Management:

- Build and maintain effective partnerships with stakeholders, with Business leaders and within HR - both global and local

- Advise top management of the businesses on HR imperatives

- Drive alignment across entities to ensure consistent application of processes, principles and programs

Delivery:

- Ensure the effective delivery of the HR processes - Talent Management, Reward, Capability Development, People Advisory support, Employee life cycle management, Leadership Development, Change Management and Talent Supply Chain processes

- Develop/drive/participate in a broad range of HR processes, primarily by defining requirements, providing business insights, setting priorities, reviewing solutions, providing planning input and communicating to business leadership

- Responsible for collaborating with different parts of the HR organization within and outside the geography, ensuring all roles are working to solve for the organisation, minimizing - silo-thinking-, scope conflicts and ensuring adherence to the governance model in their respective organizations

- Develop and manage HR budgets

People Advocacy:

- Manage People connect programs, run employee diagnostics, drive engagement initiatives, talent retention programs etc.

- Champion diversity through talent acquisition and management, leadership development and other diversity initiatives

Delivery Excellence & Process Improvements:

- Identify and drive continuous improvements to the scope, performance and cost-to-serve of each team

- Lead initiatives and work with the CoEs to improve the end-to-end HR delivery processes

- Accountable for driving consistent, standardized and effective service delivery of HR processes

- Drive development, adjustment, monitoring and improvement of HR programs

- Drive localization for global solutions and trigger adjustments in case of changing business conditions

People Management:

- Lead a team of 30+ HR professionals - attract, grow, develop, engage and retain top HR talent in the team

Key Attributes:

- Has high internal standards and applies tough criteria to own deliverables for every task assigned

- Has an acumen and understanding of financials and ties HR activities to the bottom line, knowing what levers to pull to influence budgeting/ forecast etc.

- Knows when it's important to be able to act as a mature advisor and when to be a dependable worker by rolling up sleeves and executing a job assigned

- Understands HR to be both a service & a control function; doesn't see these as divergent (knows that credibility gained from service leads to the acceptance of control suggestions/actions)

- Has the visible energy and good charisma to motivate a team and stand in front of a crowd and command attention

- Experience with matrixed organizations