Vice President/Senior Vice President - HR Head - BPO (15-22 yrs)

As the Head of Human Resource, the person will be responsible for -

Strategy:

- Co-create the entire people strategy including effective manpower Planning and forecasting system

- Align key business leaders with the strategy and plan of execution

- Work with the Regional / Zonal HR to drive and deliver HR strategy for the business

Business partnership :

- Drive a culture of performance, results and positive employee relations.

- Execute reward & recognition strategy within assigned functions.

- Conduct assessments, respond to employee feedback and execute employee engagement.

- Coach leaders on talent management and performance differentiation.

- Ensure the effective deployment of organizational values and play appropriate role in building positive culture.

Organizational Design :

- Determine organizational structure enabling business requirements

- Propose & deploy structure for assigned channels to ensure optimum structure that drives business growth

Talent management & acquisition :

- Plan and execute the succession planning roadmap for the functions

- Develop tolls / processes enabling career conversations between employee and supervisor / HR

- Develop the sourcing plan and deploy recruitment plan

- Optimize source mix and hiring cost

- Ensuring hiring within agreed TAT

- Ensure flawless execution of staffing processes at all levels within the business and develop staffing strategies to ensure a robust pipeline of quality candidates.

Cost management & MIS :

- Manage Budgets, MIS, automation, compliance to processes and administrative activities of the function

- Develop the strategic Human Capital Plan ensuring alignment with the Business Plan and provide organization consulting on key people strategies in support of the business objectives.

- Management Decision Support: provide managers with human capital management information through technology and assist them with using this information.

- Culture, Vision and Values: facilitate the definition and communication of the organization culture, visions and values which to guides the decisions and actions of the managers and employees of the organization.

- Responsible for analysing HR data, identifying problems and recommending viable solutions to management and developing HR manuals.

- Continuous Change Management: act as a change agent to the business and design processes and approaches, which prepare employees for ongoing change and transformation.

- Develop effective communication strategy and ensure benefits to users.

Rewards & Recognition :

- Working with company leaders to implement the recognition and remuneration framework

- Provide inputs for creation of all sales incentive plans

- MIS and reporting: maintaining up to date data, providing regular dashboards, market data positioning reports etc.

- Periodic reviews of the effectiveness of - R&R- programs and suggest improvements.

Employee Engagement and Communication :

- Implementing the process supporting a positive employee relations environment through effective communications, policies and practices.

- Align communication and engagement strategies (skip level meetings etc.) to ensure employees are motivated, informed and bought into Company Vision and Goals.

- Implement communication programs that build connect with employees, deliver consistent messages and enable effective dissemination of information across the company and levels through new initiatives using technology.