HR Governance Role - BFS

HR Governance

1. Policy Custodian for Human Resources

- Ensure Policy is aligned to statutory and regulatory norms

- Ensure employment contracts (Appointment letter) and Policy is aligned

- Ensure Policy is benchmarked and updated with latest norms (from time to time)

- Create new policies mandated which are approved by MD and Head HR

- Educate and create awareness campaigns on policies with employees and update the same for Induction (postmaster, online and via regional HR Teams)

- Review Code of Conduct and ensure education/ awareness

- Review and update HR Policy annually with NRC

2. Process Governance for Human Resources Keep a repository of key processes :

- Update processes and seek approval from MCAP

- Metrics for measurement for processes being followed (Work with HR analytics for the same)

- Manage and generate exception reports for approval from Head HR on processes

- Present monthly HR governance dashboard

- Manage process audits in adherence to Internal Audit report of the team

3. Employee Relations :

- Create an employee relations framework (which is vetted and approved)

- Train HR and Supervisors on the framework

- Present grievance dashboard (actions and pending items) in conjunction with regional teams

- Respond to mails/ grievances (existing / left/ retired employees)

4. Disciplinary Action Automate and create a system for DAC, digitisation of documents such as showcause, warnings, actions, etc

- Update the reckoner of incidents

- Ensure education on how to raise a complaint and whistleblower mechanism

- Convene DAC/ MDAC meetings timely

- Manage the investigation process (Self/ Vigiliance/ RCU/ Investigation Officers)

- Process all related documentation and ensure approvals are in place

- Ensure all actions are completed timely and documented

- Manage appellate mechanism for DAC

- Manage the DAC MIS

- Awareness and stories to help educate employees on DAC Cases

- Create a reward mechanism for whistleblowers whose complaints are valid

- Quarterly update meetings for better functioning of DAC ? Mechanism to resolve issues with DAC members and update for People forum

- Managing RBS on DAC related areas and ensuring items are updated as per format

5. Prevention of Sexual Harassment Ensure the policy is updated at all times

- Education and Awareness amongst all employees

- Constitute committee on receipt of complaints

- Ensure the process is followed for all complaints

- Manage the inquiry process

- Process all related documentation and ensure sign offs are in place

- Ensure inquiry actions are completed timely and documented

- Ensure Statutory filings are done timely

- Half yearly update meetings for better functioning of POSH? Mechanism to resolve issues and relevant training for all POSH members

6. Training on critical HR related areas Training for employees regionally on Ethics (COC), DAC and POSH

- Training for HR on employee relations

- Training for Supervisors on handling POSH complaints

- Training for HR Team members when policy change is done and once annually

7. HR Key Documents Sacrosancy Appointment Letter, Warning Letters/ Emails, Showcause Letters, etc

8. Presenting relevant and timely HR Governance dashboards for the same POSH

- DAC

- Process Adherence and Exceptions

- Any open audit items