Job Summary

The purpose of this role is to act as a single interface to enable business leaders on people matters within the LoB; formulate and drive LoB / enabling functions specific HR strategy with end to end responsibility of employee life cycle for the designate LoB comprising business partner, employee advocacy, engagement, people practices, talent supply chain; ensure leverage of current HR systems for achievement of the LoB HR Strategy thereby ensuring near-term as well as long term success of business plans of the LoB / enabling functions.

Key Responsibilities

1.Collaborate with business and functional leaders to understand operational plans and identify key HR requirements, including ramp-up plans and necessary skill sets. Consolidate specific actions for business partnership, employee advocacy, engagement, people practices, and talent supply chain at the LOB level. Create internal roles, establish HR processes, and deploy appropriate HR staff. Implement HR metrics and MIS to deliver integrated HR services, attract and develop talent, and strengthen organizational culture.
2.Institutionalize the Perfromance Management framework within the LOB and monitor the completion of the annual review process. Recommend performance rating normalization to senior leadership based on the increment budget and COE guidelines. Ensure rewards align with the Performance process and maintain transparency. Implement career and succession planning for the LOB, considering the unique needs of the business. Facilitate the identification of key roles and high-potential employees, and create personal development plans for succession. Guide Business Learning Partners (BLPs) to address LOB training needs and ensure they are met. Encourage internal talent rotation based on employees' aspirations and skill demands within LOBs.
3.Oversee the ongoing maintenance of records to ensure compliance with policies and processes mandated by regulatory bodies and HR COEs. Review productivity reports periodically or on an ad hoc basis, and share updates with leadership teams and COEs as needed. Provide information requested by internal and external auditors, and resolve queries promptly. Liaise with audit and internal teams to develop an action plan based on audit findings, track progress, and drive the closure of non-compliances.
4.Participate in forecasting manpower requirements for the year based on business needs, projected attrition, and expected location movements. Interview candidates for senior-level or critical positions, if necessary. Monitor the execution of the onboarding process, review onboarding metrics, and provide inputs on corrective actions as needed. Lead and contribute to employee engagement initiatives for the LOB based on employee engagement survey results. Oversee the preparation of a standard internal employee communication framework and protocol, including calendared all-hands meetings (AHM).
5.Understand the HCL business strategy and the LOB strategy, and derive the HR implications from the business strategy. Review the current state versus the desired state of HR practices for the LOB. Brainstorm with the team to create an HR strategic plan for the LOB, covering multiple aspects of people management, including the employee life cycle, employee advocacy, engagement, people practices, talent supply chain, and LOB-specific internal communication. Support the LOB in client acquisition from an HR capability and information perspective. Act as a strategic advisor to the business on people productivity aspects such as cost, utilization, deployment and leveraging, attrition, and critical resource management.
6.Operate as the first point of contact for LOB leadership on all people-related aspects. Participate in the interview process and recommend senior candidates for the LOB, if required. Step in to resolve issues or concerns escalated against the team and address conflicts of interest between business and corporate guidelines/policies. Set objective goals and periodically evaluate team members' performance. Recommend team members for promotions, transfers, or special assignments. Provide regular feedback and development opportunities, and nominate team members for training. Motivate, coach, and mentor team members to achieve higher performance levels, and resolve issues they face. Monitor attrition rates within the team and take corrective actions as necessary.

Skill Requirements

null

Other Requirements

null