Zonal Manager - HR

Play a role of business HR for the assigned zone and region to ensure Employee Relations, Employee

Engagement, HR Operations and Recruitment in order to ensure the HR deliverables of the regions are

met.

2. Dimensions: Mention quantitative or qualitative parameters that are relevant for the job and provide a better understanding of the scope and scale of the job.

Business Workforce Number 800

Unit Workforce Number 800

Other Quantitative and Important

Parameters for the job: Budgets/

Volumes/No. of Products/Geography/

Markets/ Customers or any other parameter Employee experience & engagement : 200 employees across regions & zones Span of Control: 10 plus locations Recruitment Nos : Approximate 100 across the zone

3. Job Context & Major Challenges: Write the specific aspects of the job that provide a challenge (internal and external) to the jobholder in the context of the Business / Unit / Function / Department / Section

Aditya Birla Money Ltd. (ABML) is primarily a Broking Company, deals in Equity, Commodity & Currency.

Workforce of ~800 spread across ~40 locations with customer base of in excess of 3 lacs. Commodity

operations are managed through its 100% subsidiary Aditya Birla Commodities Broking limited. ABML is

one of the leading securities trading companies in the country. ABML operates in a fragmented equity

broking business and has a daily turnover of close to 3, 000 Crores with a market share of 1%. ABM works

in a highly regulated environment with a host of regulators like SEBI, RBI, AMFI, FMC, IRDA etc. regulating

its day to day operations. In addition to the regulator ABML is also subject to close monitoring and

inspection through various agencies like NSE / BSE / NCDX / MCX / NSDL / CDSL etc. ABML also operates

in a highly competitive market mainly in fragmented industry with ABML competition from major

National Broking houses like ICICI Securities, HDFC Securities, Angel Broking, MOFSL etc. and a range of

local Broking outfits.

The Human Resources department manages the entire gamut of employee management and employee

development activities for ABML. This includes Talent Acquisition, Training & Development,

Compensation & performance management & HR Statutory Compliance.

The Zonal HR Manager is responsible for all HR delivery to the assigned region in ABML. This includes

driving recruitment, onboarding, various HR initiatives on OD, Talent Management and also ensure that

HR connect is maintained at all levels.

3. Job Context & Major Challenges: Write the specific aspects of the job that provide a challenge (internal and external) to the jobholder in the context of the Business / Unit / Function / Department / Section

The major challenges in this role include

Recruitment of quality manpower within stringent TAT

Creating an effective engagement framework to retain quality talent in wake of stiff competition

& ever changing market/regulatory environment

Creating an employee connect with HR across all regions and partner with other support

functions for a uniform experience to the employee

Driving of HR policies & processes, ensuring business goals are met, talent acquisition & aligning

HR strategy and execution with business strategy

4. Key Result Areas: Write the key results expected from the job and the supporting actions for each of these key result areas (For a majority of jobs typically there could be 47 key result areas)

Key Result Areas Supporting Actions

Create an effective sourcing model & drive

effective hiring across the zone to ensure

availability of quality manpower within TAT

Maintain manning at budgeted level for all positions Interview and selection of the best candidate as per Biz requirement Maintain right sourcing mix for cost efficiency without compromising on quality/TAT

Drive defined processes to increase employee

retention at Regions / Zones Implement defined processes at zones to increase employee retention Ensure structured exit interview with analysis and action planning with Business Head and Zonal Heads Ensure common employee experience through standardized HR services, interactions across the zone Define a framework for regular branch visits & drive the same as per the set calendar to identify gaps in various areas from time to time & take prompt corrective actions on the same

Ensure induction and on boarding of new

employees in the Zone Implement structured induction for all employees joining in the regions within defined timelines from DOJ Collate/consolidate feedback for the zone and decide on actionable & implement action plan with the ZH

Ensure standard on boarding process is implemented in the zone/regions to given common joining experience to employees

Ensure prompt resolution of all ER issues which

may come up from time to time and ensure

compliance of labour laws. Conduct detailed investigation Make comprehensive reports based on facts and recommend further course Implement action recommended keeping in mind sensitivities involved Ensure labour law compliance in Branches and Zonal Office

Facilitate team development through effective

interventions and drive Engagement, L&D

initiatives and Performance Management across

the zone Identify training needs of team and discuss actionable with L&D team Ensure adherence of the training calendars Drive PMS process across the zone and ensure it is duly followed by the employees Drive various engagement initiatives across the zones in line with the Vibes survey

5. Job Purpose of Direct Reports: Describe the job purpose of the direct report/s to the job (in 23 lines for each report)

NA

6. Relationships: Describe the nature and purpose of most important contacts or relationship (except superior/team members) with individuals, departments, organizations inside and outside of the organization, that job is required to interact with in order to deliver the job objectives

Relationship Type Frequency Nature

Internal

Head Business HR

Sales (BM/AM/ZM/NH)

Operations & Compensation

and Benefits

L&D and Training

Legal and Compliance Team High High High Medium High Recruitment traction, HR initiatives, Approvals Defining and updating various requirements, status checks HR Intervention / Query resolution On Implementing Training / OD / HR Ops / Talent Management Initiatives or Solving Employee Issues

6. Relationships: Describe the nature and purpose of most i

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.