Business HR
3 months ago
- Facilitatemanpower hiring across the region is within Budget and as perapproved manpowerplan
- Ensureall point in time at least 90% of budgeted dealers and other roleholders are onboard
- Sourceall positions up to Manager level within TAT
- Ensurequality of hire within the specifiedparameter
- Closeall critical positions in shortest possible time within the hiringbudget
- Ensurerecruitments are done with an optimum sourcing mix to maintain costwithinbudget.
- Ensurecompensation alignment for all recruitments (within given bands)during the hiringprocess
- Providefunctional direction & ensure smooth & uniformdelivery of HR Ops issues pertaining to joining compensation exitsand all employee life cycle across branches regions &verticals
- Implementstructured induction for all employees joining in the regionswithin defined timelines fromDOJ
- Coordinateand resolve employee query with contact points in HR/Payroll
- Providesupport/assistance for smooth transition to the shared servicesmodel and act as the first point of escalation for unresolvedqueries.
- Driveseamlessly all central initiatives (ABG & ABC) acrossregions.
- Conductstructured exit interview for all exits up to Manager level andrecord thesame.
- Analyzeattrition in the region and identify key reasons contributingmaximum to the attritionnumbers
- Devisemechanisms steps & local initiatives (like skip levels openhouse sessions etc.) to address employee concerns & arrestthe factors contributing most to the attritionbucket.
- Partnerwith BM/BH in counseling session of employees during branch visitsin case of disciplinary/ attitudinalissues
- Makecomprehensive reports based on facts and share details withZHR.
- Implementaction recommended keeping in mind sensitivitiesinvolved
RequirementsMBA(HR)with 47 years of experience of talent acquisition in financialservices/Brokingindustry
BenefitsBestin the industry
MBA(HR) with4-7 years of experience of talent acquisition in financialservices/Broking industry
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