Aditya Birla Capital
Website:
adityabirlacapital.com
Company:
https://www.linkedin.com/company/aditya-birla-capital
Seniority: Not Applicable
Industries: Financial Services
Job details:
- Job Context & Major Challenges: Write the specific aspects of the job that provide a challenge (internal and external) to the jobholder in the context of the Business/Unit/Function/Department/Section
Aditya Birla Capital Limited (NBFC) is among the Top 5 diversified non-banking financial services company in India based on AUM. ABC - NBFC offers customized solutions in areas of personal finance, SME finance, SME finance, corporate finance, wealth management, debt capital markets and loan syndication. For the FY ended 31st March 2025, ABC – NBFC has a book size of Rs. 1,26,351 Crores and net PAT of Rs 2501 Crores with 6939 employees and 449 branches. During the last 3 years, the AUM & PAT of ABC – NBFC has grown at a CAGR of more than 31%, outpacing the growth rates of Top 7 Diversified NBFCs. As a result, ABC – NBFC has moved 3 ranks to become 5 th largest diversified NBFC in the last 3 years.
The Human Resources function plays a pivotal role in aligning people strategies with business objectives to drive organizational success. It serves as a strategic partner in fostering a high-performance culture, enhancing employee engagement, and ensuring compliance with labor laws and internal policies. As the custodian of talent, HR is responsible for attracting, developing, and retaining skilled professionals while promoting diversity, equity, and inclusion. In a dynamic business environment, HR continuously evolves to support transformation, innovation, and sustainable growth.
Job Context
Key Facets
- Business growth and expansion have led to the creation of a geographically distributed and a diverse employee base and business line which have been ever changing and complex considering the stiff competition from banks, NBFC, payment bank and upcoming fintech organizations.
- Considering every Business is of diverse nature.
- Considering the increase in employee base and expansion across geographies the Zonal HR Business Partner role will facilitate execution of the HR strategy across the Lines of Business to ensure development and execution of best-in-class HR process in line with the organization needs.
- Zonal HR presence is seen as a key organizational need in order to
- Enhance employee experience and engagement levels.
- Act as a partner to business to drive Strategic HR initiatives in line with organization goals.
- Ensure uniformity of ’ HR process experience across employees.
- Develop process which help create, 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.
- Partner with Business and provide guidance and support to ensure Optimum business delivery by providing critical business Inputs wrt to Structures, best practices across Industry, cost optimization.
Key Challenges
The BFSI industry has undergone tremendous changes in recent times with the entrance of new Banks, payment banks, NBFCs & financial fintech’s etc. The same puts forth a rapid dynamic change across the industry and as an organization it is extremely important for us not only to adapt to these changes and best practices but keep innovating and devise and execute best in class HR processes to attract talent and lead from the front and be prepared to handle changes in market dynamics.
- To manage stakeholder expectations on various HR deliverables such as
- Employee Queries on payroll, benefits and rewards
- Recruitment TATs
- To ensure right optimum manning across the LOB pan India to ensure business delivery.
- To keep abreast with process changes and roll outs by the Corporate teams and ensure uniform coverage within the Zone.
- To identify & monitor 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 and Business heads while also playing the role of an employee champion
- To drive adherence and upkeep on HR policies and process across various geographically spread locations.
- Ensure upskilling of workforce by planning L&D interventions along with the L&D Team. Partner with the Business leadership Team in driving productivity in zones.
- Key Result Areas: Write the key results expected from the job and the supporting actions for each of these key result areas (For a majority of jobs typically there could be 4- 7 key result areas)
Key Result Areas
Supporting Actions
Employee
Engagement &
Employee
Relations
Administration
- Work closely with the HR head and the COE Teams in developing an engaged workforce.
- Works closely with the business to ensure maximum participation in the employee engagement surveys.
- Evaluates results and identifies post survey actions.
- Design programs for areas which need improvement as reflected in engagement scores in conjunction with the Corporate EE team
- Plans & manage employee engagement programs, calendar events, business connects, leadership & HR connects/ town halls, R&R and HR communications
- Participates in the design and implementation of various employee relations programs.
- Conducts investigations independently on specific employee issues and brings them to closure in collaboration with relevant stakeholder and by following the defined SOP’s.
- Partners with Head- HR and Compliance Team 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.
Performance
Management &
Total Rewards
Administration
- 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.
- Analyse business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the organization.
- Provides advice and counsel on performance management issues.
- Helps providing critical inputs on the incentive Policies across LOBs. Suggests and guides on the policy formulation to drive maximum productivity along with effectively controlling costs.
- Partner with National Heads and 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 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.
Coaching and providing feedback to key stakeholders to help improve business efficiency.
Talent Acquisition,
on-boarding &
Induction Operations
- Work closely with the Business head in the P&B exercise wrt to manpower planning across locations.
- Manage the recruitment process across all the business across the LOBs Pan India to ensure that timely manning of businesses for delivery as per the organizations plans
- Ensure Recruitment process adherence as per the defined SOPs
- Ensure increase of diversity across the LOBs through internal movement and external hiring’s in accordance to the ABC vision
- Strategize the recruitment activity and ensure controlling of costs by application of innovative means of hiring
- Ensure right source mix adherence across the LOB’s
- Partner in selection process of lateral hires for Lines of Business by carrying out HR interviews.
- Supports the Corporate TA team on Campus Recruitments within the Zone.
- Ensure seamless On-boarding & induction support for new joiners in the zone.
- Identifies recruitment vendor partners across Zones and supports the sourcing of profiles for Zonal positions.
- Facilitates interview and candidate assessment processes in conjunction with Zone Business Managers
Facilitates pre-joining candidate engagement for Zone prospective hires as per process guidelines.
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 and the Corporate HR team 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 Pan India in collaboration with business managers.
- Works with the Corporate Talent Management team to identify Talent Pool across LOB 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 Operations
- Ensures effective documentation at the zone of all important personnel documentation such as joining formalities, benefits related inputs, payroll inputs etc in a timely and accurate manner with the help of the regional HR Business partners
- Consults with the Corporate Payroll team to clarify employee concerns/ queries related to salaries and benefits administration.
- Supports roll out of and awareness building on employee benefits.
Ensure Compliance across the Zonal offices in coordination with the COE Team. .
HR Processes &
Policy Compliance
- Implements, administers, and interprets [ when required] corporate policies, programs, or procedures.
- Ensures adherence to organizational and employee policies at the zone.
- 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 business leaders on human resources related matters, policies, and procedures.
- Challenge’s 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.
Improve effective internal customer service focus across the organization.
Employee Feedback
& Exit Management
- Creates forums and facilitate interactions between the employees & the Business Head/Zonal business leaders on a regular basis.
- Gathers informal feedback through relationship building and facilitates grievance management based on insightful feedback.
- Set up processes to manage exit interviews and supports the business in analyzing the data.
Identifies solutions to manage voluntary attrition in line with organization norms
HR MIS, Audit
Requirements &
Reporting
- Provides LOB/ Zonal MIS inputs for key Organization wide HR Dashboards.
- Validates Headcount and other critical information metrics against actual Zone representation for the Corporate HR reporting requirements.
- Generates analytics of Zone data which can support business decisions (Talent pool lists/ Branch wise employee survey Scorecards/Attrition analysis etc)
- Reviews and analyzes business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience.
Extends all required support to HR audit exercise and takes appropriate action to address observations, if any, at the Zonal level
Team Management & Development
- Lead and develop a team of HR professionals in a high growth, rapidly changing environment.
- Ensure continuous coaching and Mentoring of Teams with an ability to identify problems and drive appropriate solutions.
Devise L&D interventions for the team to ensure continuous development and upskilling in terms of knowledge and key competencies
- Job Purpose of Direct Reports: Describe the job purpose of the direct report/s to the job (in 2-3 lines for each report)
Regional HRBP / HRBP - The role is responsible to act as the face of HR at the designated function and provide support on all employee life cycle HR processes in collaboration with key business stakeholders for the employees of the business.
- Relationships: Describe the nature and purpose of most important contacts or relationship (except superior/team members) with individuals, departments, organizations inside and outside of the organization, that job is required to interact with in order to deliver the job objectives
Relationship Type Frequency Nature
Internal
Head - HR
Head – Business HR
HR Team [ Head- C&B,
Head- TA, Head- TM, OD,
L&D, EE]
Zonal Business Heads &
Supervisors
Risk & Compliance
IT
Finance
Daily
Daily
Need Based
Daily
Need Based
Need Based
Need Based
All Activities
All Actitiies
HR Processes, operations, employee
queries, employee engagement,
rewards, performance assessment
and probation processes, Zonal
employee on-boarding
Specific Employee situations,
HR Systems support
External
Recruitment Related Vendors
Candidates
Labour Inspectors
Need Based
Need Based
Occasional
Zonal hires
Zonal HR Interviews
Labour Laws related for Branches
within the Zone
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