Associate Manager – HR

JOB PURPOSE
Implement generalist HR role for specified Business Function(s) in GAL to enable them achieve their Vision / Mission thru implementing People strategies including Talent Acquisition, Induction, L&D, Talent Management, Performance Management, Employee Engagement.Act as HR Business Partner  ( HRBP ) for specified Business Function(s) to enable Business to  achieve its Vision / Mission thru implementing People strategies including Talent Acquisition, Induction, L&D, Talent Management, Performance Management, Employee Engagement & create Great Place to Work.
ORGANISATION CHART
Accountabilities
Key Performance Indicators
Business Partnering :

Act as Business partner for Business Function(s)
Participate in Business Function(s)  Planning & Reviews to provide People Management perspectives /Strategies
Facilitate & evolve Business Function(s) Vision / Mission & cascade it to every employee & embed in their Goals as part of Goal Setting
Conduct Training for Line Managers
Achievement of Goals of the Business Function(s)
Employee Communication , Total Employee Involvement ( TEI ) & Engagement :

Ensure Effective engagement by knowing & understanding each employees’ needs / concerns.
Facilitate Monthly Communication , Skip Levels, Open Houses , Retention discussion , Exit Interviews & take corrective measures
Conduct Team Effectiveness interventions to improve business results & relationships
Coach Line Managers to enable them to become effective People Managers
Fun at Work implementation
Support building employee capability on Quality Tools ,  Statistical Problem Solving , participation in Quality Initiatives ( Kaizen , CFT , Quality Circles , 5S etc ) to drive Total Employee Involvement ( TEI )
Employee Engagement Score
Frequency & quality of interventions / communication sessions
No. employees covered under CFTs , Kaizen , QC

People Productivity :

Facilitate the Business Function(s) to improve People Productivity by Capability Building / Manpower Planning / Job Evaluation / Organization Restructuring
Manpower Productivity Indices
KEY ACCOUNTABILITIES
Accountabilities
Key Performance Indicators
Business Partnering :
•    Act as HR Business partner for Business Function(s)
•    Participate in Business Function(s)  Planning & Reviews to provide People Management perspectives /Strategies
•    Facilitate & evolve Business Function(s) Vision / Mission & cascade it to every employee & embed in their Goals
•    Conduct Training for Line Managers

•    Achievement of Goals of the Business Function(s)
Employee Communication , Total Employee Involvement ( TEI ) & Engagement :
•    Ensure Effective engagement by knowing & understanding each employees’ needs / concerns.
•    Facilitate Monthly Communication , Skip Levels, Open Houses , Retention discussion , Exit Interviews & take corrective measures
•    Conduct Team Effectiveness interventions to improve business results & relationships
•    Fun at Work implementation
•    Support building employee capability on Quality Tools ,  Statistical Problem Solving , participation in Quality Initiatives ( Kaizen , CFT , Quality Circles , 5S etc ) to drive Total Employee Involvement ( TEI )

•    Employee Engagement Score
•    Frequency & quality of interventions / communication sessions
•    No. employees covered under CFTs , Kaizen , QC

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People Productivity :
•    Facilitate the Business Function(s) to improve People Productivity by Capability Building / Manpower Planning / Job Evaluation / Organization Restructuring

•    Manpower Productivity Indices
Talent Acquisition :
•    External recruitment to raise the quality bar
•    Campus Recruitment from niche institutions to build own Cadre
•    Evangelize & maximize IJP success
•    Build talent pool for future Airports
•    Induction, Onboarding, Great Experience delivery

•    Quality of Hire
•    No. of positions closed through IJP
•    No. of hires done from premier campuses

Learning & Development : 
•    Conduct Role based TNI  basis Behavioral & Technical Competency Dictionary , nomination, Effectiveness measurement to build future capability
•    Facilitate Multi Skilling Initiatives ( Intra / Cross Functional ) for personal development / growth

•    Increase in Proficiency levels
•    Level-3 Score of Kirk Patrick
•    Increase in versatility Index

EXTERNAL INTERACTIONS
External – Roles  you need to interact with outside the organization to enable success in your day to day work
Networking with Industry Leaders ( HR )
HR Forums ( NHRDN , CII , AIMA , DMA )
Networking with HR Managers for Benchmarking data
HR Consulting companies as & when required

INTERNAL INTERACTIONS
Internal – Roles you need to interact with inside the organization to enable success in your day to day work
Customer HOD ( CXO ) & their teams to enable them achieve their Business Goals
Work Design Dept to assess & improve People Productivity
Shared Service Centre ( Bangalore ) for support on Talent Acquisition and L&D
Other HRBPs / COEs of DIAL  for seamless execution of HR Best Practices across DIAL
Corporate HR to understand policies / strategies & co-creation of new policies / best practices .
Act as Corporate resource for two way communication on COE matters

CEO to seek inputs & provide feedback on COE matters
 
FINANCIAL DIMENSIONS
The role requires  to prepare to and monitor the HR Function Budget and Manpower Cost – From 50 Cr to 100 Crores
OTHER DIMENSIONS
•    Job requires deep understanding the business & employees and accordingly be a trusted, thought leading, solution oriented partner of business function & drive People Agenda to strengthen / grow the business.
    Role requires a high caliber multi skilled HR professional who can do multi-tasking on various HR fronts
    Mobility : Must be mobile ( across  India & Overseas ) in future to harness Career opportunities across GMR

EDUCATION QUALIFICATIONS
    MBA from Top Institutes only ( XLRI , TISS , XISS , IIMs , MDI , FMS , IMT-Ghaziabad , SP Jain , Symbiosis , BITS , XIMB -Xavier Institute of Bhubaneswar )
    Engineering Degree before MBA is desirable ( but not essential )

RELEVANT EXPERIENCE
    6– 8 years of experience in HR
    Experience in large Indian companies know for best  HR practices
    Hands on experience in HR Generalist roles
COMPETENCIES
Team Leadership, Teamwork & Interpersonal Influence: Capability to develop & converge individual potential to execute team objectives. Effectively intermingle and relate with individuals in a positive manner. | Interview
Problem Solving: Ability to identify solutions exploring different options in gathered information. | Interview
Managing Performance: Effectively monitors and measures performance. Develops people and drive results. | Interview
Communication: Ability to listen, interpret, simplify complex concepts, thoughts & ideas in verbal / non verbal form. | Interview
Personal Effectiveness: Demonstrating responsibility & reliability through actions to manage critical and challenging situations. | Interview
Execution and Operational Excellence: Ability and desire to execute with attention to detail, speed, accuracy and consistency | Interview
Decision Making: Ability to systematically think through a problem and its component parts, garner relevant information and not taking things at face value. | Interview
Business Insight: Ability to understand the implications of Business decisions and strive to enhance organizational performance. | Interview
Stakeholder Focus
Networking
Execution & Results
Teamwork & Interpersonal influence
Problem Solving & Analytical Thinking
Planning & Decision Making
Capability Building
Strategic Orientation
Personal Effectiveness
Entrepreneurship
Social Awareness
Innovation
Managing Change and ambiguity by creating Win-Win
Determination(Contextual and Flexible)
Learning Ability
Making & Navigating proposals
Scanning, Networking & External orientation
Training & Development
Statutary Compliance , Superannuation, Gratuity & Insurance Management
HR Operations
Performance Management
Business Excellence