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 / current 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

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- MBA from Top Institutes only ( XLRI , TISS , XISS , IIMs , MDI , FMS , IMT-Ghaziabad , SP Jain , Symbiosis , BITS , XIMB -Xavier Institute of Bhubaneswar ) ï‚
- Engineering Degree before MBA is desirable ( but not essential )

Relevant Experience

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- 6– 8 years of experience in HR ï‚
- Experience in large Indian companies know for best HR practices ï‚
- 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

📌 AM - L&D - (Bawana)
🏢 GMR Group
📍 Bawana