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