JOB DESCRIPTION

Job Role: Team Lead - HR Business Partner

Job Role ID:

SECTION I: BASIC INFORMATION ABOUT THE JOB ROLE

Job Role Variant: Team Lead - HR Business Partner

Manager Job Position: Leader PC&I - Site/P&L/Segment

Job Position ID:

Value Stream: PC&I

Job Family: Human Resources

Sub-Job Family: HR Business Partner

Grade/Level:

Location:

SECTION II: PURPOSE OF THE ROLE

To design and drive the people operating plan, alongside business teams, in alignment with overall business objectives in order to build a high-performance culture that can attract, motivate, retain, and develop the right talent and support delivery of overall organizational objectives

SECTION III: KEY RESPONSIBILITIES AND ACCOUNTABILITIES OF THE ROLE

Responsibilities

Policies, Processes and Procedures

• Assist in formulation of the HR operating plan for the designated area and ensure day-to-day execution in line with PC&I standards & regulations
• Design & drive the implementation of new initiatives/ projects as per established policies to meet future requirements of the people operating plan
• Provide inputs for improvements in business processes and specifications by benchmarking best practices in the market

Business Liasoning

• Participate in business strategy & operations planning discussions to share business wide view of employee performance linking productivity and effectiveness by analysing key HR metrics
• Act as a strategic business partner by collaborating with teams to understand specific business needs and design and deliver need-based interventions
• Design team specific structures & conduct manpower planning exercise for the designated area and share with the team for validation
• Liaise with relevant stakeholders and oversee HR-related compliance, regulatory, enterprise risk and corporate ethics requirements for the designated area in scope
• Interpret HR policies to share with key stakeholders and resolve employee grievances across levels
• Stay updated regarding the external environment and competition at all times to proactively undertake actions that may be required based on potential impact to the business

Employee Relations

• Address issues related to performance, behavior, or interpersonal conflicts between employees and management to maintain a harmonious work environment; Manage employee discipline in adherence to the organization code of conduct
• Ensure effective communication channels are in place to acknowledge and address grievances from employees anonymously
• Conduct thorough and impartial investigations into employee complaints, grievances, or misconduct allegations in compliance with company policies and legal requirements
• Stay current with employment laws and regulations to ensure that the organization remains in compliance with legal requirements
• Support initiatives that foster a respectful and inclusive environment for all employees

Talent Acquisition

• Drive the entire talent acquisition process in the designated area as per the approved staffing strategy and budgets to deliver growth ambitions
• Prepare manpower plans and subsequent manpower budgets for the designated area after gathering inputs from the business teams
• Understand critical skills, qualification and responsibility requirements for new positions to decide suitable fitment in collaboration with business - role modification, cadre, salary, employment type (direct / contract) and share the same with the talent acquisition team
• Lead sourcing in partnership with talent acquisition team at the centre; Share guidance with the team to develop and expand sourcing through channels such as headhunting, social media, websites etc.
• Negotiate for closure of mandates and maintain close engagement with candidates to ensure offer to joining ratio is maintained
• Design the on-boarding journey for new hires and ensure smooth induction into the system for easy assimilation into the organization culture

Talent Management & Development

• Manager overall planning and execution of talent management, succession planning and leadership development programs for the designated area in alignment with the central HR processes to support future leadership needs; create a talent roadmap for critical roles to manage attrition effectively
• Identify training needs and gaps in skillsets across levels within the organization; design programs at local level that address the same in addition to leveraging the programs run by the central team
• Contextualize the design, development and implementation of leadership development programs & training interventions for specific target groups (e.g.: trainees, engineers, project managers etc.)
• Oversee the annual talent reviews including finalization and implementation of management action plans in collaboration with talent management central team
• Monitor effectiveness of talent interventions and provide inputs for corrective action for the designated area
• Ensure talent bench strength across levels and verticals by anticipating future challenges and shifting business needs and aligning HR strategy accordingly

Employee Retention & Engagement

• Partner with the business leaders & other relevant stakeholders in developing a high performance team and company culture by designing interventions to help enhance overall employee experience
• Review attrition in the designated area periodically to highlight key engagement issues identified to the leadership and provide inputs to design corrective actions
• Lead employee interactions planned at periodic intervals for dissemination of relevant information and gather feedback for improvement, if any
• Enhance employee experience by leading engagement surveys, enterprise-level engagement events and leadership connects; Track implementation of action plans across teams
• Liaise with the central team to co-create experiences for specific business teams to improve retention & engagement

Performance Management & Compensation and Benefits

• Lead the implementation of a smooth & transparent process in performance planning, reviews and calibration across designated area with adherence to timelines to ensure a performance driven culture
• Provide recommendation on exceptions in performance for special approval to the leadership team
• Drive performance improvement plans (PIPs), monitor progress on a long term basis and execute implementation of planned separation of non-performers
• Apprise business leaders in the designated area of compensation (salary /incentive) costs / trends and monitor people costs
• Review outcomes of benchmarking survey conducted at the centre in comparison with existing rewards policies and provide inputs on corrective actions required from an industry or function perspective
• Review reward schemes drafted by the central team for incentivizing employees to attract & retain employees at market competitive packages and customize offerings for exceptional cases as per industry or function requirement

People Management

• Participate in recruitment activities & ensure retention / engagement of own team
• Set performance objectives of own team, evaluate / appraise team members and provide regular feedback & guidance
• Guide, mentor and develop own team to take larger and complex responsibilities
• Evaluate training and development requirements for own team and make recommendations for learning interventions

SECTION IV: SUCCESS METRICS (TOP 3-5 KPI's)

• TAT for open positions
• HR Operational Efficiency - Employee Life cycle process: Response Time & Performance, User Experience, Adherence to SLAs, Accuracy etc.
• Retention rate
• 100% Org Mgmt. compliance
• Employee productivity
• Availability of succession pipeline for critical roles
• Available career paths for high potential employees
• Engagement Scores like CSAT, NPS etc.

SECTION V: OPERATING NETWORK

Internal: Central HR team, Business/ Functional HR teams, Business / Department heads, Medical Services Team, Corporate Services Team, Security Services Team

External: Consultants & Vendors, Auditors, Government Authorities, Employee Representative Bodies

SECTION VI: KNOWLEDGE AND COMPETENCIES

Education Qualifications: Post Graduate Degree with a specialization in Human Resources

Experience (Must Have & Good to Have): 14 to 20 years of experience

Functional / Behavioral competencies required to execute the role:

FUNCTIONAL COMPETENCIES

SECTION VII: CAREER MOVEMENTS

Feeder Roles: Team Member - HR Business Partner, Team Member - HR COE

Possible Next Role Movement: Leader - PC&I (Site/Business/Segment)