Lead - Human Resources - NBFC

Job / Role : Lead-Human Resources

Business Unit (BU) or Functional Unit (FU) : Human Resources

Reporting Supervisor : CEO/ Management Committee

Number of Staff Supervised : 3

Location : Goregaon, Mumbai.

Company profile :

- Company is a tech-led NBFC which empowers the small and emerging businesses of India. They aim to minimize financial barriers and maximize growth for deserving businesses. They nurture growing businesses with finances at the right time in order to unlock their growth potential.

- Their current employee strength is around 350 and it will extend to 550 in the near future. Their Corporate Office is based at Mumbai Goregaon location and they have their presence across India.

JOB PURPOSE :

- The purpose of this role is to lead the Human Resources function including HR strategy, Systems ,Processes & Policies so as to ensure an effective performance driven Organisation. The role would serve as a true business partner, for end to end HR services responsible for building people and organizational capability in line with the business objectives. The role leads the overall management of the Human Resources Department in developing and administering the Company's comprehensive human resources programs.

KEY RESPONSIBILITIES :

1. Responsible for hiring & Onboarding. Strengthen the recruitment process to ensure quality and speed to market of hiring in line with the needs of the business. Build innovative sources of hiring, systems and develops capability of the Business teams to ensure competency-based hiring

2. Conceptualize and drive timely implementation of performance management processes across Business Units. Ensure quality of Goal Setting, Annual Review processes & Moderation Process.

3. Responsible for designing annual salary increments proposals, promotions and variable pay and rewards guidelines in line with compensation philosophy defined for the year and ensure effective communication on the same to usher a transparent and robust pay for performance culture

4. Drive & design competitive compensation & benefits practices in line with business goals Design, evaluate and modify benefits/ reward policies to ensure that policies are current, competitive and in compliance with legal requirement and educate/ communicate with employees

5. Responsible for innovative reward programs including ESOPS

6. Design HR policies & processes that are aligned to the needs of different stakeholders. Review policies from time to time to ensure they are relevant and in line with the industry best practices

7. Build and maintain current and future capability of employees and the organization through talent development thus ensuring availability of a leadership pipeline for the organization and planned development initiatives for the employee

8. Responsible for Leadership development and the succession planning

9. Drive the organization's culture/engagement survey; and develop implementation strategies to narrow the gap between the desired and actual culture

10. Drive specific change and organization development initiatives within the business (org restructuring, designing and facilitating strategic planning processes, organization and leadership team development).

Strategic Goal Setting :

- Ensures that the HR objectives for the company's Business are aligned to the short term and long terms strategic goals and the overall business vision of the group

- Responsible for the conceptualization, formation and implementation of HR policies across the company.

- Responsible for ensuring smooth implementation of company /business wide HR policies & practices with an aim to align to the business strategy and company values.

- Detailed induction of senior leaders for aligning with the Company values.

- Designing and taking the growth and expansion plans and consequent human resource requirements into consideration

- Responsible for strengthening the employer brand i.e. articulate the employee value proposition

- Leads change management/organizational development initiatives

- ensures proactive administrative readiness, statutory labour law compliance

Organizational development and talent management :

- Defines, develops and institutionalizes corporate succession plan.

- Drive Senior Executive Leadership Assessment & Development for the business.

- Designs and implements reward and recognition programs for top performers

- Organization Development: Drive developmental initiatives like engagement surveys, open communication forums, skip meetings to check the pulse of employees

- Address cross cultural issues and manage talent and draw development plans

- Implement talent retention programs

- Assess and drive leadership learning and development

- Draw a communication plan and facilitate regular addresses by business Heads to their staff

Employee Engagement :

- Drive end to end Employee Engagement initiatives through effective employee connect by conducting various periodic engagement activities and communication. To develop employee engagement framework in line with the organizational requirement and its budget adherence.

- Create mechanism to increase employee participation in Employee Engagement/ Satisfaction Survey. Measure the Employee Satisfaction Result or Index and develop various action plan with a view of engagement survey and its and its timely closure. Identify areas that requires improvement.

- Keep employees motivated by adding element of Fun at work through planned employee engagement activities like various fun activities.

Customer:

- Aims to provide high quality service to internal customers.

- Builds and maintains relationships with members of the senior executive team to discuss development requirements and develops processes to address the same

- Provides strategic advice and coaching to the business function heads on people management to improve business results through people.

- Builds and communicates the employer brand to attract, retain and develop best talent in the industry.

- Provides advise and inputs to the business function heads on HR policies/systems & processes

Financial:

- Ensures positive return on investment for HR initiatives for the Business

- Developing and implementing the business plan of the human resources function for the vertical within the budget.

- Provides support and input into the organization's annual financial plan & budget and the budget control report.

People:

- Selects and develops a team of HR professionals to lead the various sub functions in the vertical, providing them with regular feedback

- Maintains awareness and knowledge of contemporary HR practices and provides suitable interpretation to members of the senior executive team

KEY PERFORMANCE INDICATORS:

- Smooth functioning of Human Resources department

- Effective Implementation of HR policies and systems

- Risk assessment and sustainability including succession planning

- Employee Engagement Score (When Implemented)

- Adherence to Audit guidelines, SLAs & Legal Compliance

- Implementation of standard HR processes across and employee life cycle

COMPETENCIES/SKILLS :

Leadership Competencies:

- Equanimity

- Build Superior Talent and a ready talent pool

- Collaboration

- Operational Excellence

- Customer Drive

- Championing Change

- Business Orientation

- Global mindset

- Entrepreneurship

Functional Competencies:

- Learning & Development

- Performance Management Systems

- Compensation & Benefits

- Organizational Development

- HR Policies

- ER & Communication

- Organization &Job Design

- Change Management

- Financial Acumen

- Organization Transformation & Change Management

- HR statutory compliance, Labour laws, Audits and Office Administration

QUALIFICATIONS, CERTIFICATIONS AND EXPERIENCE:

- Qualifications- Preferred MBA in Human Resources

- Specific experience - Should have had strong HR experience of 12+ years of working preferably in BFSI industry.

- Preferably female candidate

- Should have handled Head HR role for a reputed organization

- Should have had close interaction with CEO & Business Heads and have been the member of the senior executive team

- Should have a strategical mind set and have the ability to value diversity