Senior Talent Partner

JOB DESCRIPTION

Role TitleLeadDepartmentIA HRSub DepartmentHR Sub Sub Department Talent Partner and EngagementReports ToSenior Lead HRCompanyBajaj Finance Limited

1. JOB PURPOSE

(Summarize in one statement why the job exists; and how it contributes to the overall objective of the company)
To work with business as a Talent Advisory partner, understand pain points and provide solutions that could be grounded in people or process issues.
To ensure the businesses have the right talent at right time with maximum drive to make an impact on the business and projects.

1. ORGANISATIONAL CHART

(First level reporting chart for the job. Sample chart below)


Comments:

• Numerical figure represents the total number of incumbents in the role

1. PRINCIPAL ACCOUNTABILITIES

(Accountabilities associated with the job)
Partnering with businesses

• Possess in depth understanding of
• Businesses (P&L, people issues, competition)
• Projects (deliverables, progress)
• People & stake holders.

• Engage and connect with business heads regularly
• To provide updates, seek business inputs
• To understand business requirements and identify key agenda items to be addressed with a monthly/ quarterly focus (such as attrition management, on-the ground engagement, any central initiatives to be driven etc.)

• Work with business leaders to do Annual people capacity planning
• Work with hiring managers and team members to ensure
• Right Fit for Right job.
• Pre onboarding and onboarding experience of lateral hires is gold standard

• Manage key HR processes in terms of process adherence & timelines IJP release, auto-promotion release, RNR & performance management
• Achieve the department ESAT score through innovative people initiatives / engagement frameworks.
• Draw insights from field and employee feedback; Share with business heads to help better understand employee concerns and identify areas of improvement and provide solutions
• Develop and execute initiatives to address both business and HR priorities for the month/ quarter/year

Review with business & own function

• Participate in the HR & Business meetings with BH/ SBU HR Head and other HR teams to discuss and report updates on MoM tracker; Discuss challenges faced by the business and share updates on actionables taken
• Discuss/ exchange ideas and best practices on people challenges/ initiatives with other Talent partners; Observe and be prepared to recognize and react to early warning signals
• Present updates on initiatives and action points such as attrition, changes in business conditions, impact on business teams, transition plans etc. in monthly review with HRP Head
• Prepare monthly HR dashboards & presentations for monthly HR Business reviews.
• Support business leaders during OTB visits.
• Analyze attrition trends & work with business to develop strategies for attrition control.
• Act as a single point of contact for internal stake holders for HR related queries.
• Weekly reporting on MIS and dashboards on the status of open roles and current status.

Working with external partners

• Should have a strong understanding of Recruitment landscape.
• Strong Experience of managing multiple stakeholders.
• Ability to track lead times and ensure that positions are offered well within the TAT.
• Should have a very strong understanding of various channels of recruitment / Sourcing such as the employee referral program, digital, resourcing partners and technology enable the process to facilitate effective tracking of resumes
• Managing external vendors / sourcing partners. (Quality assurance, audit, numbers, 70-30 rule)
• Identifying and empanelment of the sourcing partners.
• Participate in recruitment knowledge sharing and best practices
• Front end the Business reviews
• Team Management

Liaising with varies internal allied functions

• Own end-to-end Talent Acquisition delivery for the assigned business, including demand intake, sourcing strategy, stakeholder alignment, interview governance, offer closure, pre-joining engagement and joining conversion.
• Drive recruitment governance through weekly hiring reviews, funnel tracking, ageing analysis, source effectiveness review, offer-to-joiner tracking and proactive risk flagging for critical roles.
• Partner with business leaders and hiring managers to build talent pipelines for niche, digital, technology and critical roles, ensuring hiring quality, speed, diversity of sourcing channels and strong candidate experience.

The principal accountabilities of the role holder are expected to impact the organization from two perspective
A) Business Indicators
Joining Ratio (3-6 months)
Better ESAT (2023)
¢ Enhanced Skills Inventory (Depth & Breadth)
¢ Reduced Attrition
B) Employees
¢ Career Growth
¢ Learning Opportunities
¢ Engagement
¢ Work Life Balance
¢ Pride in Org and Work

1. MAJOR CHALLENGES

(Challenges faced on an on-going basis in carrying out the job)

• New Role Building credibility of the role itself both as HR Partner and Talent Acquisition specialist
• Change Management Build new ways of functioning across the segments
• Collaboration within HR team
• Dependency on various processes run by HRES (onboarding, grievance redressal) and businesses

Lot of manual activities (reporting)

• Balancing aggressive hiring demand with talent availability, candidate expectations, offer drop risks and evolving skill requirements across business segments.

1. DECISIONS

(Key decisions taken by job holder at his/her end)

• Salary approvals
• Source mix
• Vendor management
• Exit negotiations
• Prioritization of hiring demand, recruitment channel strategy, offer recommendation inputs and escalation decisions for critical hiring risks.

1. INTERACTIONS

(Key working relationships a job holder needs to have INSIDE and OUTSIDE the company to accomplish the job)

Internal Clients
Roles you need to interact with inside the organization to enable success in your day to day work              Business Heads
Team members
HRES
Talent Acquisition / Recruitment Team
Hiring Managers / Interview Panels

External Clients
Roles you need to interact with outside the organization to enable success in your day to day work              Various vendors (LinkedIn etc.)
Campus
NGOs

Recruitment and staffing partners
Talent market platforms, campuses and assessment partners

1. DIMENSIONS

(Key numerical data which will reflect the scope and scale of activities concerning this job)

Financial Dimensions
(These should be quantifiable numerical amounts)

NA



Other Dimensions
(Significant volume dimensions associated with the job)

• Total Team Size: 5

Number of Direct Reports: 4

• Hiring demand, open positions, offer pipeline, ageing roles and joining conversion for assigned business portfolio

1. SKILLS AND KNOWLEDGE

(Minimum acceptable proficiency for this job which best indicates the education and/or experience requirements of this job and not the incumbent)

Educational Qualifications
a) Qualifications
MBA in HR/Marketing
b) Work Experience
8-10 years in HR
Experience in Talent Acquisition, stakeholder management, vendor governance, recruitment analytics and hiring delivery for business-critical roles will be preferred.

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