Zonal HR Manager

This role is responsible for partnering with business teams to understand \& provide customized solutions on all people related issues \& needs in alignment with the broad HR objectives of the organization. The role holder responsibilities include laying down robust HR processes related to recruitment, performance mgmt., productivity \& retention initiatives and capability building that add value to the organization. The role will also be responsible for all HR Legal as well Employee Relations issues across the sales organization. The role also plays a key role in improving productivity across hierarchy by driving sharper goals, effective performance management. Organizational Context **Key Aspects** * Part of Aditya Birla Capital Limited, Aditya Birla Housing Finance Limited (ABHFL) is a leading housing finance company registered under the National Housing Bank Act, 1987\. The company offers a complete range of housing finance solutions such as home loans, home improvement and home construction loans, balance transfer and top\-up loans, loans against property and construction finance. With a total loan outstanding of ? 35,000 Cr\+, ABHFL operates from 160\+ branches across 20 states catering to 85,000\+ customer base. * ABHFL is leveraging the depth \& width of its distribution network and enhancing digitization throughout the customer lifecycle. ABHFL offers a complete range of mortgage solutions to retail and corporate segments. The retail sales organization works in three customer segments namely informal, affordable, and prime based on the ticket size. Under corporate segment ABHFL offers construction finance and lease rental discounting products. * ABHFL has grown at a steady rate while reporting good asset quality despite challenges in the operating environment. It continues to build capacity and enhance productivity through investments in talent, technology, and analytics Job Context **Key Facets** * Business growth and expansion have led to the creation of a geographically distributed employee base * HR presence is seen as a key organizational need * Enhance employee experience and engagement levels * Act as a partner to business * Ensure uniformity of employees’ HR process experience * Identify and flag off potential employee concerns and issues in a timely and proactive manner * Enable a consistent organizational culture * Reduce decision time on employee queries and grievances Key Challenges * To manage stakeholder expectations on various HR deliverables such as * Employee Queries on payroll, benefits and rewards * Recruitment TATs * To keep abreast with process changes and roll outs by the Corporate teams and ensure uniform coverage within the Zone * To identify potential employee risk situations and flag off in a timely manner for necessary action or mitigation * To provide business relevant employee inputs to leaders at the zone while also playing the role of an employee champion * To drive adherence on HR policies across various geographically spread locations **Key Result Areas (Max 1325 Characters)** Supporting Actions (Max 1325 Characters) Talent Acquisition * Define and put in place effective recruitment processes for staffing of all positions in the zone. * Review on a regular basis to ensure that hiring for all the positions are happening within TAT so that business doesn’t suffer because of manpower shortage. * Evolve newer and more cost\-effective methods of mass hiring to reduce dependence on consultants * Identify hiring tools, evaluation processes, recruitment SLA’s as per HR policy at all levels to ensure standardization across. * Develop hiring skills and capabilities of managers as well as HR recruiters. * Facilitates pre\-joining candidate engagement for Zone prospective hires as per process guidelines * Periodically monitoring quality of hires at all levels and accordingly modify the recruitment architecture \& processes. Employee Retention, Relations \& Engagement * Ensure Retention initiatives are driven to achieve target attrition % at defined levels as per the Management agenda of the company. * Create an effective Employee Engagement framework \& ensure activities are carried out from time to time as per the calendar set. * Drive development \& implementation of effective MIS headcount, budget, employee relations, and branch visit information \& employee exits. * Work along with business teams to define action plans based on exit trends and analysis. * Provide a platform for employees to voice their grievances and to ensure timely resolution. * Works closely with the business teams to ensure maximum participation in the employee engagement surveys. * Plans \& manage employee engagement programs, calendar events, business connects, leadership \& HR connects/ town halls, R\&R and HR communications for the Zone driven by Zonal needs as well as based on Corporate EE team roll outs * Conducts investigations independently on specific employee issues and brings them to closure in collaboration with relevant stakeholder and by following the appropriate procedures * Partners with Head\- HR and Compliance on sensitive or complex employee situations at the Zone that may have potentially broader risk exposure * Works with line managers and employees to address all types of employee relations issues ensuring a balance in representing all parties’ interests Administration of Employee Lifecycle Processes \& Policies * Facilitate the timely and quality focused roll out and execution of all employee life cycle processes across business functions in keeping with the HR philosophy * Ensure consistent understanding, adoption of and adherence to HR policies across functions and verticals * Work in conjunction with business leaders to address cases of deviation from HR policies * Ensure Compliance with various legislations viz. Labour legislations as per Statutory norms, Professional Tax regulations, Provident Fund regulations, Compliance with the Minimum wages act. Attrition \& Performance management * Partner with Circle/Zonal Heads/Area Head to proactively work on the employee and prevent attrition * Analyze attrition trend in the zone and identify key factors contributing to the attrition numbers and have planned initiatives to reduce the same * To guide and manage the overall attrition and ensure strategies for retention are implemented in all functions and locations * Be alert on industry/ competition initiatives that may have an impact on attrition and take preventive measures * Ensure execution of structured exit\-interviews by RHRs and ascertain that the same is recorded as per set process If required, share findings with respective stake\-holders and work on corrective measures to control future attrition * Plans, manages and provides support to the Corporate Performance Management Team for the leadership review process and the strategic objectives therein. This includes both annual and mid\-year processes which focus on performance management and talent development * Provides advice and counsel on performance management issues. * Partners with Zone business leaders to address performance gaps and facilitates discussions or set up a process to take appropriate action. * Guides Managers on all aspects of performance management including feedback reviews and performance coaching. * Assists managers in utilizing Corporate driven rewards programs to motivate and recognize teams for their contribution. * Partners in the Zonal roll out and implementation of the Annual Performance and Pay cycle programs by providing managerial education \& consultation on specific situations and program tool support * Provides compensation support including salary planning, approval of salary actions, promotions and job re\-leveling L\&D and Talent Management Operations * Conducts/ Facilitates specific training interventions related to Communication, HR Process updates, HR policy refreshers, Soft Skills and Team Management etc. * Partner with managers to retain, develop and motivate people to achieve their fullest potential. * Partners with business on workforce planning, succession planning, and skills assessment * Assesses the Line of business’s HR training needs and conducts one on one counseling sessions or facilitates group training sessions as appropriate * Provides inputs on competencies \& development tools for managers and employees within the Zone. * Facilitates career management programs at a Zonal level in collaboration with business mangers * Works with the Corporate Talent Management team to identify Zonal Talent Pool and engage with them on a regular basis through various touch points * Provides indications of early warning on Talent Pool potential exits and works on mitigating the risk through various employee retention actions in consultation with the Corporate team and Business Managers HR Processes \& Policy Compliance * Implements, administers and interprets \[ when required] corporate policies, programs or procedures * Ensures adherence to organizational and employee policies * Builds awareness about policy objectives and procedures * Supports managers in applying HR policies on moderate to high risk situations. * Escalates specific situations in a timely manner to Head\- HR for immediate intervention and resolution as appropriate * Advices on policy revisions and / or creation from a Zonal perspective Stakeholder Management * Provides ongoing support to the Zone business leaders on human resources related matters, policies and procedures * Challenges business in specific instances on policy adherence and employee welfare concerns * Collaborates effectively with external stakeholders such as Labour officers, Auditors, Regulatory Inspectors and vendor partners in keeping with organization guidelines and objectives Team Management * Guide and develop team members to facilitate better stakeholder engagement, more efficient HR operations, helping them achieve superior performance standards * Communicate proactively and regularly with team and key internal stakeholders on HR and business goals and plans to ensure that HR objectives are understood, cascaded and achieved. * Mentor, supervise and coach and well as provide direction to sub\-ordinates.