AM - L&D

JOB PURPOSE

Act as HR Business Partner ( HRBP ) for specified Business Function(s) to enable Business to achieve its Vision / Mission thru implementing People strategies including Talent Acquisition, Induction, L&D, Talent Management, Performance Management, Employee Engagement & create Great Place to Work.

ORGANISATION CHART

Accountabilities

Key Performance Indicators

Business Partnering :

• Act as Business partner for Business Function(s)

• Participate in Business Function(s) Planning & Reviews to provide People Management perspectives /Strategies

• Facilitate & evolve Business Function(s) Vision / Mission & cascade it to every employee & embed in their Goals as part of Goal Setting

• Conduct Training for Line Managers

• Achievement of Goals of the Business Function(s)

Employee Communication , Total Employee Involvement ( TEI ) & Engagement :

• Ensure Effective engagement by knowing & understanding each employees needs / concerns.

• Facilitate Monthly Communication , Skip Levels, Open Houses , Retention discussion , Exit Interviews & take corrective measures

• Conduct Team Effectiveness interventions to improve business results & relationships

• Coach Line Managers to enable them to become effective People Managers

• Fun at Work implementation

• Support building employee capability on Quality Tools , Statistical Problem Solving , participation in Quality Initiatives ( Kaizen , CFT , Quality Circles , 5S etc ) to drive Total Employee Involvement ( TEI )

• Employee Engagement Score

• Frequency & quality of interventions / communication sessions

• No. employees covered under CFTs , Kaizen , QC

People Productivity :

• Facilitate the Business Function(s) to improve People Productivity by Capability Building / Manpower Planning / Job Evaluation / Organization Restructuring

• Manpower Productivity Indices

KEY ACCOUNTABILITIES

-Business Partnering :,Act as Business partner for Business Function(s),Participate in Business Function(s) Planning & Reviews to provide People Management perspectives /Strategies,Facilitate & evolve Business Function(s) Vision / Mission & cascade it to every employee & embed in their Goals as part of Goal Setting,Conduct Training for Line Managers
(,Achievement of Goals of the Business Function(s))
-Employee Communication , Total Employee Involvement ( TEI ) & Engagement :,Ensure Effective engagement by knowing & understanding each employees needs / concerns.,Facilitate Monthly Communication , Skip Levels, Open Houses , Retention discussion , Exit Interviews & take corrective measures,Conduct Team Effectiveness interventions to improve business results & relationships,Coach Line Managers to enable them to become effective People Managers,Fun at Work implementation,Support building employee capability on Quality Tools , Statistical Problem Solving , participation in Quality Initiatives ( Kaizen , CFT , Quality Circles , 5S etc ) to drive Total Employee Involvement ( TEI )
(Employee Engagement Score,Frequency & quality of interventions / communication sessions,No. employees covered under CFTs , Kaizen , QC,)
-People Productivity :,Facilitate the Business Function(s) to improve People Productivity by Capability Building / Manpower Planning / Job Evaluation / Organization Restructuring
(Manpower Productivity Indices)
-Talent Acquisition :,External recruitment to raise the quality bar ,Campus Recruitment from niche institutions to build own Cadre,Evangelize & maximize IJP success,Build talent pool for future Airports,Induction, Onboarding, Great Experience delivery
(Quality of Hire,No. of positions closed through IJP,No. of hires done from premier campuses)
-Learning & Development : ,Conduct Role based TNI basis Behavioral & Technical Competency Dictionary , nomination, Effectiveness measurement to build future capability,Facilitate Multi Skilling Initiatives ( Intra / Cross Functional ) for personal development / growth
(Increase in Proficiency levels,Level-3 Score of Kirk Patrick,Increase in versatility Index)
-Performance Management ( meritocracy ) : ,Conduct Goal Setting workshops, do Goals audit, conduct Performance Dialogue workshops, ensure deployment of both in letter & spirit.,Reward Management for good performers,Consequence Management for low performers
(Employee Satisfaction Index on Performance Management System)
-Talent Management :,Management of Fast Trackers / Top Talent by driving their 70:20:10 agenda,Build strong pipeline ( Succession Planning , Career Planning , Job Rotation & its execution at CXO , CXO-1 , CXO-2 levels) ,Build Leadership Pool for future Airports,Drive engagement / Leadership Touch Points for Top Talent
(No. of Job Rotations done,Depth of Succession Pipeline ( CXO-1 , CXO-2 , CXO-3 ),Employee Satisfaction Index of Top Talent)
-Employee Relations : ,Problem solving in IR & Employee Grievances Redressal System , Disciplinary action,Ethics & Governance,Values & Beliefs
(ER Climate / Employee Engagement Index,Cycle time of closures)
-SAP- Payroll & WFA,Coordinate with SSC for effective Payroll implementation, leave management, Recruitment- Probation & Confirmation, PMP- Goal Setting and Reviews end to end.,Handling closure of Audits ,Liasoning with CHR to implement the above processes & SAP implementation
(No NCs)
-Additional responsibility as COE Lead :,Network with industry , be a strategic thinker & bring Outside-in Thought Leadership / new knowledge ,Collaborate with CHRO, CEO, Corporate HR for process development,Taking care of new airports in establishing the processes, hiring and stabilizing the operations.,
(No. of Best Practices / new ideas implemented )

KEY ACCOUNTABILITIES - Additional Details

EXTERNAL INTERACTIONS

-Networking with Industry Leaders ( HR )
-HR Forums ( NHRDN , CII , AIMA , DMA )
-Networking with HR Managers for Benchmarking data
-HR Consulting companies as & when required

INTERNAL INTERACTIONS

Business Function(s) HOD & their teams to enable them achieve their Business Goals
Work Design Dept to assess & improve People Productivity
Shared Service Centre ( Bangalore ) for support on Talent Acquisition , L&D, WFA, Payroll
Corporate HR to understand policies / strategies & co-creation of new policies / best practices.
CEO/ President to seek inputs & provide feedback on COE matters

FINANCIAL DIMENSIONS

-NIL

OTHER DIMENSIONS

-Job requires deep understanding of the business & employees and accordingly be trusted, thought leading, solution oriented partner of business function & drive People Agenda to strengthen / grow the business.
-Requires a high caliber multi skilled HR professional who can do multi-tasking on various HR fronts
-Role will have one shared subordinate ( on 3rd Party Rolls )
-Mobility : Must be mobile ( across India & Overseas ) in future to harness Career opportunities across GMR

EDUCATION QUALIFICATIONS

MBA from Top Institutes only ( XLRI , TISS , XISS , IIMs , MDI , FMS , IMT-Ghaziabad , SP Jain , Symbiosis , BITS , XIMB -Xavier Institute of Bhubaneswar )
Engineering Degree before MBA is desirable ( but not essential )

RELEVANT EXPERIENCE

6- 8 years of experience in HR
Experience in large Indian companies know for best HR practices
Hands on experience in HR Generalist roles

COMPETENCIES

• Personal Effectiveness
• Social Awareness
• Entrepreneurship
• Problem Solving & Analytical Thinking
• Planning & Decision Making
• Capability Building
• Strategic Orientation
• Stakeholder Focus
• Networking
• Execution & Results
• Teamwork & Interpersonal influence

Disclaimer : This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.