Zonal HR Partner

Role - Zonal HRBP

Location - Chennai

Education - Graduate / Postgraduate

• years of relevant experience
• Ability to develop and maintain positive relationships with all stakeholders
• Ability to work in a complex, fast-paced structure with high tolerance for
• ambiguity and change
• Excellent communication and influencing skills; executive presence
• Act with professionalism and integrity
• Strong change and project management capabilities

Roles & Responsibilities-

• SPOC for entire gamut of HR for the zone. Employee Life-cycle Management from
• entry to exit
• Designing and developing an integrated HR strategy to achieve business results
• and aligning of HR plans with key business stakeholders
• Implementation of policies & procedures in line with shareholder/ Stakeholders
• view & keeping HR best practices in mind
• Responsible for Talent acquisition. Business partnering planning manpower in line
• with business need
• Implementation of various hiring tools usage, i.e., Job Portals, Campus tie- up, Job
• fair participation, Vendor empanelment
• Optimum usage of job portal
• Campus tie-up at all the states for steady supply of candidates
• Job fair participation at all states in coordination & consultation with National Skill
• Development Corporation
• Maintaining 100% capacity management of all key positions
• Reduction in hiring cost by 80% through increased usage of Portals and campus
• tie-up
• Budgeting & workforce planning in line with business need & considering
• expansion plan for entire Region / Zone & worked on annual business plan
• Support design, development and implementation of a suitable HR Policy and
• manual for the organization
• Support HR project and system implementation that ascend during the year
• Support re-engineering of org structure as per business need & strategic planning
• with stakeholders
• Map roles as per org structure & map manpower for GAP analysis
• Support implementation of Profit & Productivity based well defined, quantifiable
• KRAs to avoid confusion among employees
• Support introduction of policies i.e. Compensation structure i.e. Salary /
• Band/Level, Attendance / Leave, Personal loan/ Salary Advance., Employees
• higher Education policy, Mediclaim policy, Employee Referral policy, Travel & Tour
• Policy, Mobile Phone policy
• Support design and implementation of HR SOP / Manual: Process flow for each
• area of HR i.e. Recruitment, Onboarding, Induction, T&D, PMS & Exit formalities
• Talent Retention - distinctively brought down the attrition rate down by applying
• best practices in the zone. Create effective retention strategies and a compelling
• employee value proposition that ensures retention of key talent. Analyse attrition
• data in depth, finding out reasons & initiating proactive measures
• Competitive compensation structure to match the best among organizations.
• Revisiting compensation structure time to time in line with best practices to
• attract & retain the best talents
• Enhance on-boarding experience for new joinee by supporting implementation of
• Day-1 readiness program
• Support business by driving employee performance through HR tools. - employee
• productivity mapping & bench marking. Productivity based quarterly PMS review
• & payout for Sales Force & Operation Team. specific performance improvement
• plan for below par performers
• Conduct Annual & Mid-term reviews, periodic analysis of Performance Reports
• and Recording of Individual Development Plan
• Design skill matrix, talent pool and future talent needs and criticality index.
• Succession planning through training & development of 2nd line employees to
• develop skill set required to fill the gap
• Support introduction of Skip level meeting (360 Feedback) to identify gaps &
• provide clarity
• Support introduction of Stay Interview for critical resources as part of retention
• strategy
• Preparation of engagement calendar including special events
• Design and implement employee engagement initiatives. Conducting various
• surveys to measure employee engagement, employee satisfaction with related to
• HR activities and initiatives in the organization
• Employee engagement initiative for Out of the Box ideas with reward system
• Training need identification through feedback session from line managers.
• Preparation of yearly training calendar. Create and implement training schedules
• and manage training delivery through trainer- network & Empanel different
• training institutes. Impart training on different Soft skills - Effective
• Communication, Presentation Skills, Leadership & Motivation, Stress Handlin
• Quarterly Audit of HR
• Maintaining excellent IR environment resulting zero shutdown
• Ensuring effective Contract labour management, contractor's statutory payments,
• and contract workers identity and related grievance handling
• Innovative employee welfare & engagement activity to neutralize disputes. Also
• village development activities, participating in local festivals