Recruiting candidates for Senior Head - Human Resources

Job Description

* Duties and Responsibilities - 1. Functional Planning and Review Contribute and provide inputs to the development of the Human Resources strategy in line with the overall business objectives of BFL Scan the external environment and analyze best practices to generate ideas for developing long-term capabilities for human resources function specifically in the areas that the role is accountable for. Lead design and planning of programs or activities (for each area of expertise) in accordance with organizational requirements as well as business environment industry and market trends. Analyze and lead development of compensation & benefits plans and budget balancing the needs of employees and BFL s requirements in order to attract motivate and retain manpower required to meet BFL s business objectives Design and develop leadership development strategy for BFL in consultation with MD UGOs CHRO other senior business leaders and HR. Design and drive Diversity and Inclusion (D&I) initiatives within the company to achieve the desired objectives. Prepare and present updates and reports to the Chief HR & Admin and MD-BFL Deputy CEOs and other senior leaders of BFL on the progress of initiatives and seek inputs on critical initiatives. Work closely with Bajaj Finserv Group HR for driving Central initiatives in areas of responsibilities. 2. Compensation and Benefits Management Oversee and guide the designing of framework guiding principles processes and approach to wage cost budgeting for the AOP monthly tracking and periodic reforecast exercises. Plan and oversee timely and error-free deployment of Annual Performance Appraisal Cycle in alignment with the AOP objectives of the company for the year. Liaise with external partners / consultants to bring in industry-wide C&B best practices via Salary Increase Surveys Industry Benchmarking studies etc. Present insights / recommendations on trending / new partners across the industry for Leadership review and deliberations. Plan and oversee the deployment of competition benchmarking gather insights on emerging C&B trends in these companies and present these insights /recommendations to the business stakeholders to enable them to take considered business decisions related to compensation. Spearhead the yearly ESOP grant estimation activity through Black Scholes Valuation (BSV) method used for ESOP grants by partnering with external vendor & Finance team. Constantly review and guide the team on daily running of C&B activities such as compliance to Minimum Wage Laws and policies such as IJP and auto promotions amongst many others; adherence of processes such as release of letters; renewal of insurance policies like Mediclaim Term Life Personal Accident etc. by considering cost impacts to the Opex of the company. Liaise with critical internal stakeholders such as SMTs HRPs Finance to get their inputs on designing internal comp & benefits polices * Duties and Responsibilities - 3. Payroll Management Oversee error-free & end-to-end Payroll process for all on roll employees in the organization. Review the veracity and the timely adherence of monthly & ad-hoc reports to stakeholders variance analysis on wage cost internal / external auditor queries employee queries among others. Responsible for ensuring successful closure of all Internal & External audits conducted from time to time. Constantly review and implement payroll & related processes for automation & improvement areas. 4. Guidance & Support to Group Companies Work with Group CHRO to craft presentation formats for submission to Group Companies and Chairman towards their respective Annual Rewards approval. 5. Leadership Development & Coaching Design and develop leadership development strategy for BFL in consultation with MD and Employee Advisory Board (EAB) constituting Deputy CEOs other senior business leaders and CHRO. Influence / guide the opinion of senior leaders with deep diagnosis and identification of root causes problems / challenges in their leadership pool and propose effective and pointed solutions and strategies to solve for / manage these challenges. Conceptualize plan and craft leadership transition programs for smooth onboarding of new leaders into BFL as well as existing leaders into higher /different roles thereby ensuring Plan for and Lead implementation of critical leadership development interventions such as SMT Ruminate and other Business Ruminates. Participate in identifying key external partners to work with on leadership interventions drive development of internal leaders to facilitate leadership interventions and institutionalize leadership development practices that are pervasive and sustainable. Personally facilitate / co-facilitate key leadership programs with identified senior leadership pool and coach / mentor them on their identified areas of development. 6. Talent Management and Diversity & Inclusion Undertake deep diagnosis by analyzing existing data points (gathered through various assessment tools) to evaluate the depth of diagnosis available and plan ahead accordingly. Lead the designing of talent development interventions ensuring that the org outcomes and expectations are fulfilled through these interventions. Plan and deploy Organization development frames such as Critical Talent Framework Accelerated Growth Framework Job Rotation Framework etc. in close consultation with CHRO and other senior leaders of the organization. Lead the Diversity and Inclusion (D&I) framework for the company and ensure that these are closely knit to the defined D&I objectives of BFL. * Duties and Responsibilities - 7. Culture & PMS Be the custodian for Culture Anchors for Bajaj Finance Ltd and lead the strategy for dissemination and embedding of these anchors at BFL. Drive the integration of Culture Anchors with various ongoing HR Initiatives / interventions such as Ruminate PMS etc. Oversee the designing and implementation of Performance Management System at BFL. Influence and guide the leadership to conclude related Performance Management activities as per the established timelines. 8. Team development Participate in selection process to identify right talent for positions within business partnering department Establish individual performance expectations and evaluation metrics and regularly review individual performance Effectively engage team and provide guidance/ support for professional development of team members to ensure productivity enhancement * Major Challenges - Balance business requirements with employee expectations while providing solutioning of HR issues Drive change management to align all concerned parties and establish acceptability Change management and ensure adoption of new age learning methods/ platforms Building internal capabilities to design and deliver without relying heavily on external partners. * Key Decisions / Dimensions - DECISIONS (Key decisions taken by job holder at his/her end) Decisions made by job holder Budget for compensation & benefit and leadership development and talent management initiatives. Recommendations of service partners (tech consulting etc.) for driving various initiatives Change management related decisions Team structure and work allocation DIMENSIONS (Key numerical data which will reflect the scope and scale of activities concerning this job) Financial Dimensions (FY 19) (These should be quantifiable numerical amounts). Total Operating Budget: INR 6-10 crores. Other Dimensions (FY 19) (Significant volume dimensions associated with the job) Total Team Size: Approx. 30-35 nos. Number of Direct Reports: 2 , * a) Qualifications Master s in Business Administration or PGDM b) Work Experience Minimum 15-20 years of work experience Experience of 5-6 years in Compensation and Benefits Should have managed at 3-5 Annual Rewards cycle. Sound understanding of industry benchmarks, laws, and calculations Experience of 4-5 years of having worked on Leadership Development initiatives. In- depth knowledge of upcoming technologies, leading HR practices and innovations Experience in companies with large workforce and in a distributed ecosystem is preferred. With demonstrated experience in working with senior leadership teams.

Keyskills :
change managementlead developmentteam developmenttalent management