AM - L&D -

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. ****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 & whe