VP and Head HRBP

VP and Head HRBP        
Location – HO , DAKC – Navi Mumbai    from oil and gas industry - retail is also fine    
Responsibilities    we can go up to 70LPA and the major criteria is age not more than 52    
To oversee implementation of HR strategies, frameworks & processes for the Business, in line with specific business needs; act as a strategic HR partner for all transformation & change management initiatives in order to attract, build, retain a high-performing talent group while aligning with Segment as well as central / Regional HR frameworks and policies        
stake holder mgmt / strong Performance management        
A two to three line statement outlining the objective or the reason for which the job exists.        
To oversee implementation of HR strategies, frameworks & processes for the Business, in line with specific business needs; act as a strategic HR partner for all transformation & change management initiatives in order to attract, build, retain a high-performing talent group while aligning with Segment as well as central / O2C HR frameworks and policies        
SECTION III: KEY RESPONSIBILITIES AND ACCOUNTABILITIES OF THE ROLE        
"List of responsibilities attached to the role are documented below. These responsibilities are representative and the role holder is also responsible for any other job assigned by the
superior authorities from time to time. This section in not intended to be an exhaustive listing of all activities done by the role holder. It should capture only the key responsibilities of the role"        
Responsibilities        
Functional Planning and Strategy    "-  Partner with Business teams to understand talent requirements & create a HR roadmap for the Business, in alignment with overarching objectives and goals of Segment & Central PC&I
- Oversee end-to-end execution of HR frameworks & plans for the business
-  Provide inputs in creating the strategic workforce plan for the Business & design the talent acquisition strategy & roadmap for the year, in collaboration with Segment leader & TA team
-  Partner with leadership and COE teams to identify new initiatives & projects that meet current & future talent needs, craft operational plan to meet these requirements
- Contribute to overall HR budgeting for the Business, & oversee deployment of own budget. Ensure minimum variance in budget"    
HR Transformation & Change Management    "-  Partner with business heads & PC&I Segment leader to identify & prioritize key talent / people initiatives that improve productivity & solve for business challenges
-  Oversee implementation of HR transformation initiatives to complex business issues. Manage the end-to-end execution & project management to meet the overall transformation plan
-  Assist in change management endeavours by effective communication, training, coaching to ensure seamless transition as per new strategic model. Partner with cross-functional teams to assist in execution of change initiatives"    
Business Partnering    "-  Partner with PC&I Segment leader & business heads to understand the manpower requirement & create a workforce plan & strategy for the business. Participate in the hiring process; encourage internal talent movement and oversee onboarding processes of new joiners as per plan
- Drive implementation of approved HR frameworks with respect to talent management, performance & succession planning, within the business
-  Conduct annual talent reviews to assess performance, potential, and development opportunities and ensure alignment of employee goals with organizational objectives
- Facilitate calibration sessions to ensure fairness and consistency in performance assessments and conduct compensation reviews to align salaries
-  Implement talent management initiatives to identify, nurture, and retain top talent and collaborate with leadership to create development plans for high- potential employees
-  Create an engagement strategy for the business, in line with overall segment requirements & PC&I central frameworks, and drive all engagement initiatives (surveys, connects, R&R, etc.) for the business
- Promote the institutionalization of RIL Leadership Expectations, Values, and Behaviors, fostering an exemplary work culture across the segment"    
Policies, Processes and Procedures    "-  Partner with Site HR & conduct IR (Industrial Relations) audits, evaluating compliance with legal regulations and company policies. Ensure compliance to all IR laws at warehouses, depots & terminals. Highlight any non-compliance activity & provide recommendations on course correction to ensure effective IR management
-  Oversee effective management of all off-role workforce, including contractual and temporary employees, & ensure compliance with required IR & HR policies
-  Address employee queries with respect to any PC&I services, in collaboration with respective Corporate Services, Medical Services, and Security Services teams
-  Oversee grievance management processes, ensuring timely resolution and lead disciplinary proceedings when necessary, following established protocols and maintaining fairness
-  Assist in identifying opportunities for continuous improvement of policies, processes and procedures taking into account leading practices, improvement of business processes, cost reduction and productivity improvement
- Offer insights and recommendations on best practices, leveraging expertise to optimize HR processes and drive positive change"    
People Management    "- Instil a culture of continuous development and performance within assigned business
- Lead by example by encouraging teamwork, driving results and excellence, developing and grooming talent and demonstrating role modelling behavior
- Proactively participate in recruiting, development & engagement of own team
- Set and communicate clear performance expectations, coach and provide support and regular feedback to own team
- Evaluate training and development requirements for PC&I and make recommendations for learning interventions"    
SECTION IV: SUCCESS METRICS (TOP 3-5 KPI's)        
Metrics that are used to evaluate the success / performance of the role; specific targets do not need to be included as those would change from Y-o-Y        
"- Adherence to HR operating plan/ progress on HR initiatives
- Hiring TAT/ Vacant positions
- Internal mobility %
- Employee satisfaction index/ engagement score
- % of critical positions with identified successors
- Reduction in overall attrition %
- Diversity (age, gender, etc.) ratio vs target
- Adherence to compliance standards"        
SECTION V: OPERATING NETWORK        
Key interactions which are essential to execute the role. This will include both internal and external stakeholders        
Key Interactions:        
        
Internal    Business Heads, PC&I COE Team, PC&I Business Partner team    
External    Auditors, Vendors/ Partners (Talent, Training), Consultants    
SECTION VI: KNOWLEDGE AND COMPETENCIES        
Minimum qualification, technical competencies and capabilities which are essential to execute the role. It may not be a reflection of job holder's own qualification and competencies        
Education Qualifications    Post-Graduate MBA in Human Resource Management    
Experience (Must Have & Good to Have)    18 years of experience of experience, managing Human Resources function in large corporates or site setups; experience in manufacturing industry is preferred    
Functional / Behavioral competencies required to execute the role    FUNCTIONAL COMPETENCIES    BEHAVIORAL COMPETENCIES
    "- Business acumen
- Strategic thinking
- Employee relations
- Stakeholder management
- Employer branding
- Employee value proposition
- Data analysis