HR Business Partner

JOB PURPOSE

Execute implementation of Knowledge Management (KM) strategies in GCS and support implementation in other businesses across the group using a diverse combination of collaborative approaches to aid organizational excellence & sustainability through systematic and timely knowledge capture and dissemination.

•    Lead, Develop and implement HR systems, processes & policies for Mumbai Office to enhance employee engagement and also achieve Operational excellence. 
•    Lead & anchor Talent Management Initiatives for entire GCS & Property    
•    Anchor, Support & Consolidate Monthly Manpower Analytics, GHB/ED/PGHR Review ATRs & Special Projects for CHRO (GCS, Property, Sports, SSC & Geokno)
•    Anchor & Support SSC Talent Acquisition Analytics Review for President – Group HR
 

ORGANISATION CHART

Accountabilities	Key Performance Indicators
HR Job Card & People Initiatives for Mumbai Office •    Develop and deploy HR Process Card incorporating key People Processes as applicable – Town Hall, Skip Level, employee reward & recognition, on-boarding and induction, New Manager Assimilation, BOD events, exit interviews, goal setting, performance appraisals and audit (mid-year, annual), compensation review / recommendations, training (technical, behavioral, tool specific), employee engagement initiatives •    Roll out of EEEC Survey and finalise the action planning arising out of EEEC survey •    Roll out focused engagement initiatives arising out of action points Additional Role: BHR SPOC for Energy sector employees for all Employee Engagement & Technical/Behavioural Training Programs	•    Deployment of HR Job Card for Corporate Finance Leaders including self (% - Plan Vs. Actual), HR Job Card Score •    Employee Engagement – PULSE Score, % Employee Participation, Implementation of Action plans
PMP – Goal Setting, Mid-Year Review and Annual Reviews for Mumbai Office:  •    Conduct Road shows on Goal setting, Midyear & Annual PMP •    Facilitate in completion of the PMP process •    Facilitate PMP Moderation meetings and ensure adherence of PDC and fairness in the system •    Facilitating PMP Appeal process •    Initiate PIP and monitor the effectiveness of the PIP process	•    Timelines •    Process Compliance •    Bell Curve across GCS Mumbai Function •    PIP for identified pool of employees – Plan Vs. Actual
Implementation of Statutory compliance as per Regulatory and Industrial Laws & Effective Contract Workforce Management relevant to Mumbai Office:  •    Ensuring Statutory Compliance of GIL & GMR Energy Establishment in Mumbai, BKC as per the statute & also based on the audit report •    Ensure Statutory compliances – PT payments & Returns, Shops & Establishment Record Maintenance & Returns etc. for all employee payroll companies in Mumbai office like DIAL, GHIAL, GAL, GIDL, GIL & GEL.	•    Periodic Audit – Plan Vs. Actual •    Audit Observations – Closed Vs. Open

 

KEY ACCOUNTABILITIES

Accountabilities	Key Performance Indicators
Annual Staffing Plan & Talent Acquisition for Mumbai Office: •    Finalization of manpower requirement for Mumbai Office as per the work design parameters, in alignment with Annual Staffing Plan timelines stipulated by CoE Productivity •    Finalization of Job Description for all the positions, in consultation HODs •    Ensure timely closure of open positions through internal / external candidates •    Continuously monitor and achieve reduction in recruitment cost either through internal redeployment or through Job portals   •    Ensure healthy gender diversity level in alignment with Group objective and targets	•    Sign of Yearly Annual Staffing Plan by January every year •    100% availability of all JDs, duly finalized and signed off by Ops Heads •    Make Vs Buy Ratio •    Plan Vs Actual recruitment cost •    Y-O-Y % reduction in staffing costs •    Gender diversity ratio (%), Y-O-Y improvement
Talent Management & Succession Planning for GCS and Property across the Group: •    Finalization of Red Circle Jobs across GCS & Property Operations •    Identification of top talent through approved 9-Box matrix tools, ensure 360 degree feedback, Personality Profile Assessment and comprehensive Talent Dossier is in place for all top talent.  •    Facilitate Talent Review as per Group Talent Review & Succession Plan timelines and governance •    Ensure finalized Talent Review document is signed off, IDPs are finalized and Succession Planning initiatives are initiated (For both – Long term and Step In successors) and Training + Coaching + Grooming of identified talent is initiated as per approved plan •    Conduct periodic review of Plan Vs. Actual progress, and take necessary actions in order to have assured talent pipe line across GCS functions any point in time •    Talent Review & Succession Planning for Critical Positions	•    Talent Review Initiative – Plan Vs. Actual •    Finalization of Long Term and Step-in successors in consultation with GCS Leadership and Key Stakeholders •    Implementation of actions arising out of Talent Review (External Hiring, Transfers, Long term intervention)

 

KEY ACCOUNTABILITIES - Additional Details

EXTERNAL INTERACTIONS

• Stake Holders - 
• Govt Officials 
• Placement Consultants
• Legal / Labour Law Consultants
• Manpower Outsourcing – Adecco, Raxa etc

INTERNAL INTERACTIONS

• GHB Members
• GCXOs/ CHRO/ Vertical Heads/ Team Leads
• Employees in Mumbai (incl. Energy sector & Outsourced Staff) 
• CHROs, GCFOs, CFOs & GCXOs, COE Heads, CCM, GCM, ED-GCD, ED-Fin & Strategy, ED – Strategic Initiatives
• Business Finance & Indirect Taxation Teams (For PT compliance), PF SPOCs in Multiple Business
• HRC Members
• SSC – WFA, Payroll, Recruitment, Statutory Compliance, L&D
   

FINANCIAL DIMENSIONS

OTHER DIMENSIONS

•    Engagement with key strategic finance team as well as with GHB members which requires high level of emotional balance and executive presence 
•    Plays key role in Business Continuity Plan and Disaster Recovery from people perspective especially during Monsoon season
•    Interaction with the Non-Reporting team to drive HR interventions
 

EDUCATION QUALIFICATIONS

• Masters in HR / IR & Administration /MSW /PG Diploma in HR

RELEVANT EXPERIENCE

•    Total of 12+ years of experience as HR Professional and at least 5+ years as leading end to end HR function 
•    People orientation, performance and accountability driven traits, sharp communication
•    Should have end-2-end HR Operations and Core HR processes, preferably as process lead in the areas of Talent Acquisition, Talent Management and Review, Learning & Development, Employee Engagement and Communication, Statutory compliance, Compensation & Benefits, HR Policies, Employee Data
•    Should have worked with ERP tools e.g. SAP HCM, PeopleSoft, SuccessFactors
•    Drive for results in non-reporting relationships 

 

Accountabilities	Key Performance Indicators
Talent Development for Mumbai Office:  •    To finalize the Training needs through Competency Assessment – Behavioral & Technical /Functional for the Mumbai team and enabling them to fulfill their TNI •    Monitoring & measuring the effectiveness of Training for the team members while at work  •    Enabling the employees to finalize their TNI (Training Need Identification) through Competency Assessment	•    Team Engagement and Motivation •    TNI – Plan vs Actual
PMP – Goal Setting, Mid-Year Review and Annual Reviews for Mumbai Office:  •    Conduct Road shows on Goal setting, Midyear & Annual PMP •    Facilitate in completion of the PMP process •    Facilitate PMP Moderation meetings and ensure adherence of PDC and fairness in the system •    Facilitating PMP Appeal process •    Initiate PIP and monitor the effectiveness of the PIP process	•    Timelines •    Process Compliance •    Bell Curve across GCS Mumbai Function •    PIP for identified pool of employees – Plan Vs. Actual
Implementation of Statutory compliance as per Regulatory and Industrial Laws & Effective Contract Workforce Management relevant to Mumbai Office:  •    Ensuring Statutory Compliance of GIL & GMR Energy Establishment in Mumbai, BKC as per the statute & also based on the audit report •    Ensure Statutory compliances – PT payments & Returns, Shops & Establishment Record Maintenance & Returns etc. for all employee payroll companies in Mumbai office like DIAL, GHIAL, GAL, GIDL, GIL & GEL.	•    Periodic Audit – Plan Vs. Actual •    Audit Observations – Closed Vs. Open

 

 

COMPETENCIES