Reliance Retail - Lead - HR Strategy & Planning

About Reliance Retail:

Reliance Retail (RR) is India's largest retailer, valued at USD 100 Billion and growing rapidly, with a major play in all of India's retail consumption categories including grocery, fashion & lifestyle, consumer electronics, pharmacy, jewellery, furniture & furnishing. Also Reliance has omni-channel play in retail including physical stores, e-commerce and B2B commerce. It is also one of the largest employers in the country, with 2.5 Lac on-roll employees in FY23.

- As one of the main growth engines of RIL group, RR is pursuing unparalleled growth ambitions for the next few years to become one of the world's leading omni-channel retailers, consumer goods & services organizations. As part of this growth journey, RR is in the process of implementing a new operating model and organizational transformation.

Role Purpose:

- Lead - HR Strategy & Planning will operate in nimble high-performance teams led by senior global industry leaders and will be responsible for driving end-to-end implementation of Reliance Retail's new operating model across the organization through dedicated engagement with specific business units on their transformation journey and formulation of to-be processes & policies

Accountabilities:

- Support governing boards of the respective businesses in developing a view of requirements, priorities, outcomes & critical path for the transformation from 'as-is' to 'to-be' operating models

- Formulate operating model documents for individual business segments, defining their medium-term deliverables, team-wise outcomes, and KPIs

- Define end-to-end organisation structure waterfalls with position and team-wise activities, outcomes, and

KPIs:

- Validate and optimise the team- and position-wise mapping of resources to the to-be structure and drive recruitment and training measures, both internal & external, to bridge the identified gaps

- Map role-wise career paths across the organisation and define associated training and talent mobility processes

- Drive the detailed design and delivery of the transformational change program in partnership with the business unit teams, ensuring integration with other disciplines/functions

- Prepare applicable dashboards and documentation for the implementation planning and programmanagement

- Collaboratively program-manage the implementation journey, ensuring that all tracks progress to the defined timelines, resolving any emergent bottlenecks, and running rigorous quality assurance of all deliverables

- Formulate and drive systematic change management processes across the organisation, included targeted communication plans, change agent networks and feedback mechanisms, to build acceptance of change and embed desired culture and behaviours

- Identify expert mentors for senior leaders and define training programs for middle and lower levels to effectively transition the organisation to the operating model's new ways of working

- Lead the formulation & implementation of talent policies, processes, and systems vis- vis the to-be operating model, including

- Updation of organisation structures and associated documentation in an agile manner

- Recruitment and onboarding processes tailored to each role and facilitating effective integration into Reliance Retail's culture and processes

- Strategic alignment & quality assurance of the end-to-end recruitment system and talent mix

- End-to-end assessment and training journeys for vertical and horizontal talent movements

- Real-time and business-linked performance management systems, both at individual and team levels

- Highly tailored and performance-linked Compensation & Benefits architectures basis job roles, competencies, market benchmarks

- Employee Assistance and well-being programs, particularly for mental well-being, in alignment with our culture of 'We Care'

- Support in the identification, development and deployment of tech platforms and processes to facilitate the to-be HR processes, including the associated change management and stakeholder transitioning

Role Requirements:

- MBA from a Tier-1 B-School with specialization / concentration in HR or General Management/ Strategy

- Graduation preferably in Engineering or a similar quantitative field

- 8-12 years of experience, preferably in Management Consulting or HR / Strategy COE roles at large corporates

- Experience in large-scale organization transformation preferred

Competencies:

Functional Competencies Behavioural Competencies:

1. Organisation Design & Development 1. Outstanding Stakeholder Management

2. Program Management 2. Excellent Communication & Presentation skills

3. HR Strategy Development 3. Analytical Thinking

4. Talent Management 4. Resourceful Program Management

5. Performance & Rewards 5. Cross-cultural competence & sensitivity

6. Change Management

7. HR Technology familiarity