Associate Manager-HRBP

HR Business Partner Job Description

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.

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

Key Accountabilities

Accountabilities	Key Performance Indicators
Business Partnering:	Achievement of Goals of the Business Function(s)
Act as HR 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
Conduct Training for Line Managers
Employee Communication, Total Employee Involvement (TEI) & Engagement:	Employee Engagement Score
Ensure Effective engagement by knowing & understanding each employees’ needs / concerns.	Frequency & quality of interventions / communication sessions
Facilitate Monthly Communication, Skip Levels, Open Houses, Retention discussion, Exit Interviews & take corrective measures	No. employees covered under CFTs, Kaizen, QC
Conduct Team Effectiveness interventions to improve business results & relationships
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)
People Productivity:	Manpower Productivity Indices
Facilitate the Business Function(s) to improve People Productivity by Capability Building / Manpower Planning / Job Evaluation / Organization Restructuring
Talent Acquisition:	Quality of Hire
External recruitment to raise the quality bar	No. of positions closed through IJP
No. of hires done from premier campuses
Campus Recruitment from niche institutions to build own Cadre
Evangelize & maximize IJP success
Build talent pool for future Airports
Induction, Onboarding, Great Experience delivery
Learning & Development:	Increase in Proficiency levels
Conduct Role based TNI basis	Level - 3 Score of Kirk Patrick
Behavioral & Technical Competency Dictionary , nomination, Effectiveness measurement to build future capability	Increase in versatility Index
Facilitate Multi Skilling Initiatives (Intra / Cross Functional) for personal development / growth

Key Accountabilities - Additional Details

External - Roles you need to interact with outside the organization to enable success in your day to day work:

• 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

Roles you need to interact with inside the organization to enable success in your day to day work:

• Customer HOD (CXO) & 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 and L&D
• Other HRBPs / COEs of DIAL for seamless execution of HR Best Practices across DIAL
• Corporate HR to understand policies / strategies & co-creation of new policies / best practices. Act as Corporate resource for two way communication on COE matters
• CEO to seek inputs & provide feedback on COE matters

Financial Dimensions

The role requires to prepare to and monitor the HR Function Budget and Manpower Cost – From 50 Cr to 100 Crores.

Other Dimensions

• Job requires deep understanding the business & employees and accordingly be a trusted, thought leading, solution oriented partner of business function & drive People Agenda to strengthen / grow the business.
• Role requires a high caliber multi skilled HR professional who can do multi-tasking on various HR fronts.
• 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 known for best HR practices
• Hands on experience in HR Generalist roles

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