VP - HR Operations

Purpose of the role- Why it exists

Create and executed people operations plans to deliver on the business strategy. The incumbent will utilize strategic thinking, business acumen, and functional expertise to understand the people and work environment related needs of each business region, take initiatives, coach manages and business leaders on how to lead, motivate and engage their teams.Key Responsibilities

• Consult with leaders to create a comprehensive people operation plans to drive each region's growth agenda with specific focus on people engagement, recruitment, capability, working environment and wellbeing of employees.
• Execute programs related to cultural transformation focusing on building a culture of collaboration, experimentation, and ownership.
• Offer thought leadership regarding organizational and people-related strategy and execution.
• Solve complex problems and quickly implement solutions that cut across multiple functions & regions.
• Make TTL a desirable place to work by executing employer brand strategies in each region
• Work with the COE to support Identification of high-priority and high-risk business & talent needs
• Onboarding new employees and getting them set up for success - handholding the first 120 days journey more closely
• Managing the employee journey from beginning to end - connects, role clarity, check-ins, learning needs, career, productivity, rewards, recognition & happiness
• Getting the right people in place to achieve the organization's business goals - hiring from non-traditional sources, create more channels of reaching out to the talent - front line and leadership
• Keeping track of and analyzing metrics like employee turnover rates and time to hire and create monthly/quarterly HR Operating plans customized to each region, in partnership with the regional business heads
• Solve problems and get to the root cause of the issues, design and quickly implement solutions that cut across functions / regions
• Work with the COE and legal consultants to ensure all people, labor, statutory and HR risks are identified, and mitigating plan are in place and being execute and reviewed monthly
• Provide advise on al people matters to the business teams

KPIs

• Hiring
  • Target vs actual : monthly productivity (monthly fulfilment target)
  • Cost of hiring
  • Year 1 attrition
  • New Hires KPIs
• People Engagement
  • Coaching conversations & a culture of coaching - making coaching a continuous intervention
  • Productivity : Number of people earning incentive and month on month improvement in the earners
  • Engagement: Gallup engagement score, cultural dipstick survey scores, action planning, identification of hi-priority engagement areas with execution plan around those areas. Visibility through regular events, dashboards, and updates
  • Hi-Performing and Hi-Potential : identification and development plan
  • Identification and implementation of market best practices in specific areas - Wellbeing, Employer Branding, Leadership Connects, Recognition, Celebrations etc. : calendarize cultural / engagement events with focus on refresh, renew and continuous change and improvement
  • Publish updates/insights - Regional People Operations Dashboard covering all KPIs and their updates
  • Work with the COE teams for implementing key programs targeted to crate a culture of Collaboration, Experimentation and Innovation through people participation, on the floor rituals, and rationale elements related to structural changes, KPIs realignment etc.
• Cyclic /Ongoing Events
  • Business kick offs - Milestones
  • Sports, Wellbeing, Family Engagements,
  • Appraisals, Increments, Promotions
  • Internal Job Posting
  • Low-performance action planning and consequence management & performance enhancement
  • Employee Service/Relations including legal matters
  • Field visits
  • CSR
  • Ethics, POSH trainings, and awareness
  • Engagement and Culture Surveys action planning
  • Monthly People Operations Dashboard
  • New skills building drives