Bajaj Allianz - Function Lead - HR Business Partner

Job Purpose

The role provides human resource support from the center and acts as a partner to all the aligned functions by driving implementation of HR strategy, aiding employee engagement & development & ensuring effective manpower productivity, employee performance with the objective of enabling business growth

Principal Accountabilities

1. Business Partnering

- Engage with the leadership to understand key business priorities and objectives to drive the people agenda for aligned functions

- Keep a track of approved manpower as per AOP sanctions and manage deviations if any

- Review current productivity levels/ trends and act as advisory for own functions on increasing productivity

- Partner with the business on policies and processes related to New Hires, Terminations and other employee changes

- Maintain high visibility with leaders at HO for own functions and be their first point of contact for HR- related concerns

- Anticipate HR issues / concerns by engaging with various stakeholders across the business and take focused action in mitigating the risks involved

- Work closely with HR COEs to implement HR agenda in respective businesses, also provide feedback on HR processes and practices to COEs to ensure initiatives are successful and in line with business goals

- Collaborate with L&D to help capture learning needs to organize training sessions as appropriate in developing skills to manage human resources more effectively through coaching, instruction and training

- Review and analyze metrics including data on attrition, retention and productivity and communication the same to business leaders

- Act as Advisory to respective Business Functions for restructuring, manpower planning, assisting TA team in recruitment of right talent at an optimized cost for L2 level fitments and redeployment of resources

- Participate in regular business meetings with National and Vertical Heads to understand Talent/ engagement/ performance concerns with respect to existing employees

- Redeployment activities - finding appropriate positions for redeployment, coordination with TA team and line, convince line managers to take them, present the employee case for the role to the manager

- Develop effective partnership with employees, managers, leaders and ensure positive work environment by enhancing business performance through efficient business partnering.

- Identifying the pain areas of the vertical and devise interventions around it e.g. new joiner attrition

- Incentive analysis - Understand if the scheme is benefiting the business and employee, are pay-outs as per the scheme

2. Onboarding & New Joiner experience

- Onboard L2 and above HO new joiners and track the 30, 60 and 90 day feedback of new joiners and devise interventions around the feedback

- Engage with respective new joiners periodically to gauge their personal aspirations / goals as well as take stock of issues / concerns

- Step in to resolve escalations and ensure smooth onboarding of the employee for own function at HO

- Assist team in ET & MT induction post deployment and ensuring role suitability specifically resources deployed to HO

3. Employee Engagement

- Driving the ESS survey for own functions while ensuring maximum participation and draw action planning post survey results based on FGD

- Communicate ES scores to the leaders at HO and include them in the action planning post survey

- Ensure adherence and deployment of the R & R framework and promote a culture of recognition for the function

- Investigate complaints brought forward by employees and assist in resolving the same

- Enable managers & leaders with proactive solutions to address people challenges and foster positive work environment

- Evaluate potential employee challenges and address proactively to enhance employee satisfaction.

- Connects with employees - understand what's happening on the ground and lend support wherever necessary

- Drive and oversee function level developmental initiatives through L&D team by providing required support and information on functions

4. Execution of HR Processes

- Drive vertical and function level calibrations for the performance management cycle to successful closure for the Zone/functions by ensuring managers and employees are aligned on Goal setting, timelines, systems and processes

- Conduct goal-setting verification and audits to ensure that the goals are aligned with the business priorities (both horizontally and vertically)

- At the vertical and function level ensure that the performance ratings are fair and within the bell curve

- Implementing new processes and taking feedback from the zonal HRBPs to further enhance the processes

- Get involved in redressal of employee grievances

5. Change Management

- Lead the change management - for changes that have any people implications

- Implementation any kind of change - automation of people processes, trainings, hiring policies, performance norms, employee onboarding etc.

- Assist the COE team in communication of any changes in implementation of certain HR processes for respective functions

- Assist leaders in communication of change within the functions and ensure that information is cascaded from the top to the teams below

- Responsible for cascading the functional strategy through periodic communication plan

6. Employee Relations

- Provide advice to business managers on HR issues and people decisions; guide business managers on handling complex disciplinary, grievance and tribunal actions

- Oversee and manage employee lifecycle for all employees in the business from onboarding, job rotations, learning and development to exit management; engage with respective employees periodically to gauge their personal aspirations / goals as well as take stock of issues / concerns

- Coordinate with various other enabling functions such as Legal, Finance, IT to resolve employee issues