HR Business Partner - 13204

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

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