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Position purpose
Position purpose Description
Position purpose
To make sure smooth execution of HR processes & systems within the defined process & TAT resulting in delighted, engaged and productive employees across the assigned region
Position context & Key challenges
Position context: To make sure smooth execution of HR processes & systems within the defined process & TAT resulting in delighted, engaged and productive employees across the assigned region
Job Challenges: To institutionalize all HR practices and to create an engaged workforce by making sure a performance oriented culture and to make sure HR delivers as a business partner in respective regions.
Core result areas
KRA (Accountabilities) (Max 1325 Characters)
Assisting Actions (Max 1325 Characters)
KRA1
Meet manpower requirement and deliver all HR administrative back up to new joinees as well as existing employees at the regions.
RECRUITMENT:
1. Facilitate manpower hiring across the region is within Budget and as per approved manpower plan
2. Source all positions upto Manager level within TAT
3. Make sure quality of hire within the specified parameter
4. Close all critical positions in shortest possible time within the hiring budget
5. Make sure recruitments are done with an optimum sourcing mix to sustain cost within budget.
6. Make sure compensation alignment for all recruitments (within given bands) during the hiring process
KRA2
Meet manpower requirement and deliver all HR administrative back up to new joinees as well as existing employees at the regions.
HR OPERATIONS:
1. Deliver functional direction & make sure smooth & uniform delivery of HR Ops issues pertaining to joining, compensation, exits etc across branches, regions & verticals
2. Collaborate and resolve employee query with contact points in HR/ Payroll
3. Deliver back up/assistance for smooth transition to the shared services model and act as the first point of escalation for unresolved queries.
ATTRITION MANAGEMENT:
1. Conduct structured exit interview for all exits upto Manager level and record the same.
2. Analyse attrition in the region and identify key reasons contributing maximum to the attrition numbers
3. Devise mechanisms, steps & local initiatives (like skip levels, open house sessions etc) to address employee concerns & arrest the factors contributing most to the attrition bucket.
4. Partner with BM/BH in counselling session of employees during branch visits in case of disciplinary/ attitudinal issues
KRA3
Execute all OD initiatives & other initiatives of corporate HR to reach a highly engaged workforce at the zones.
OD INTERVENTIONS/ INITIATIVES:
1. Conduct various employee engagement/fun initiatives/activities across the region from time to time
2. Emphasise on employee referral policy and encourage employees for enhanced participation
3. Guide BMs with the process of handling cases of indiscipline, abscondance, PIP & other ER issues
4. Drive initiatives like Poornata, OHS action planning, Goal setting, Q12 etc. from time to time
5. Conduct structured induction program for all new joinees, immediately on joining.
KRA4
Help the region in creating an environment of trust and to satisfactorily & speedily resolution of any ER issues in the region.
HR NORMS:
1. Make sure adherence to norms as per checklist (statutory and audit) while conducting branch visits.
2. Make sure escalation of non-adherence cases and adopting measures for fast resolution.
3. Educate sales and back up staff by addressing on various HR norms during branch visits in cases of non-adherence.
HANDLING ER ISSUES:
1. Make sure Code of conduct awareness among the employees in the region
2. Independently investigate any reported breach and to recommend course of action to be taken
3. Speedy and effective investigation of all cases in the region sent by alert and forward detailed report to the whistle blower committee.
4. Make sure spelling out SOPs on people practice in various communication forums (Meetings/workshops) creating a harmonious relation in the region.
KRA5
Create a Learning environment in the assigned region.
LEARNING:
To receive feedback from Sales/Operations group identifying the learning qualifications and prepare a PDP (Performance Development Planning) matrix facilitating online training/ workshop
SELF DEVELOPMENT -
1. Make sure discussion with immediate supervisor on areas of improvement and focus on development needs, if any
2. Make sure self learning through training programs, including participation in online programs from Adityadisha
This opening is for the Manager Talent Acquisition - Chn position in Chennai.
Eligibility typically includes the qualifications and experience outlined in the job description above, with around 6-8 Years years of relevant experience expected for this role.
The key responsibilities for this role are detailed in the Key Responsibilities section above, covering the core duties expected of a Manager Talent Acquisition - Chn at Aditya Birla Group.
This role requires around 6-8 Years years of relevant experience, as specified in the job listing. Please refer to the Qualifications & Experience section above for full details.
Skills relevant to this position are outlined in the Qualifications & Experience section above. In general, strong communication, domain knowledge, and the ability to meet role-specific targets are valued across similar BFSI positions.
You can apply directly using the Apply Now button on this page, which will take you to Aditya Birla Group's application process for this role.