DGM - Human Resources

About the Function

The Business HR sub-function within Human Resources is a key customer-facing function, partnering with business units to champion, partner & enable a key business unit in achieving business imperatives & goals including financial growth,  superior customer experience, driving transformation, developing capabilities, and creating a great place to work, all through people practices. 

The business HR function works closely with other CoEs within HR including Talent Acquisition, Talent Management, Compensation & Benefits, to bring best-in-class experience to all stakeholders. 

The busines unit being supported is a key function providing managed services & solutions in the areas of digital security, infrastructure & data management through hosted  cloud services, digital transformation solutions to both customers & in-house functions, among others.

Purpose of your role

The DGM – BHR is a full-time position within Tata Communications, based in the Business HR function and reporting to the GM – HR role. 

This role will support a key business unit at the forefront of Tata Communications’ digital transformation, providing solutions & services to global customers, as well as managing IT infrastructure for the enterprise. 

As a Business HR Lead for this key business unit, you would:

• Support the achievement long-term strategy around skill & talent transformation
• Create, customize & drive execution of HR strategies & plans, in alignment with the business unit’s goals
• Champion policies and processes related to Talent Acquisition, Employee Engagement, Learning & Development and Talent Management
• Drive operational efficiencies related to productivity & support business imperatives & outcomes
• Work to institutionalize processes outlined by policies and drive ownership within employee groups
• Drive Skill & Capability Development
• Lead & mentor a team of BHR Partners to effectively deliver against the evolving business needs
• You will be based in Chennai with need-based travel to Pune / Mumbai / Delhi.

Purpose - Broad objective of the role

1. Planning & Budgeting

Prepare HR key imperatives for the year, covering individual plans for relevant HR processes basis historical data, business requirements and priorities; Provide inputs on policy changes required within the Business Unit to  HR Centers of Excellence; study metrics on various factors like employee engagement, attrition, headcounts, vendor costs, investments required in employees etc; Review and provide inputs for the Business Unit and HR budget based on the above metrics, key business imperatives and market realities; Track and review performance across various metrics; Review the finalization of budget and seek approvals; Track adherence to budget and take corrective actions in case of deviations

2. Talent Acquisition

Participate in forecasting of manpower requirements for the year based on business needs, projected attrition and other manpower changes; work with business to ensure that manpower is in line with prescribed structures; Provide inputs for recruitment plan development, including gender mix, fresher to lateral hire mix, channels to be used etc.; Interview candidates for key positions and assess candidate fitment into role, unit and organization; Review hiring reports and seek inputs in case of major abnormalities; Ensure smooth transition of responsibilities from TA to BHR at the time of employee onboarding

3. Compensation & Benefits

Provide inputs to C&B team on drafting compensation and benefits strategy & budget; Recommend changes to the strategy keeping in mind business and market conditions; Drive execution of compensation revision & variable pay plans in the BU; Drive execution of corporate norms, ensuring meeting of compliance requirements; Monitor corrective actions on compliance as required

Operating Network - Key External

1. Performance Management

Institutionalize PMS framework within business unit and monitor adherence to process timelines; Support business in on-time & error free quarterly & annual performance management processes in line with applicable PMS plan; Monitor to ensure that promotions are in line with defined policies; Liaise with segment heads to for on-time execution of plan 

2. Managerial Capability & Skill Transformation

Create & drive implementation of corporate training programs; Guide business to liaise with Corporate L&D team to determine training needs. Conceptualize and execute custom training programs in line with business requirements.

• Work with the HR, TM and L&D Leadership to create the Leadership Development plan in line with the organization’s vision and execute it.
• In partnership with learning partners, design &/or execute high quality learning interventions to address new / specific development needs – both groups & individuals
• Towards enrichment of the role, the role responsibility may include anchoring of key initiatives like Employee Induction, facilitate managerial / Behavioral Skills Workshops

3. Employee Engagement / Productivity Measurement

Track effectiveness of initiatives undertaken. Track and monitor performance/ productivity measures of employees; Plan and drive implementation of initiatives based on scores; Track effectiveness of initiatives undertaken

Operating Network - Key Internal

Size and Scope of Role - Financial

Size and Scope of Role - No. of direct reports

Size and Scope of Role - Total team size

Size and Scope of Role - Other size parameters

Minimum qualification & experience

Other knowledge/skills

Key Responsibilities

Technical Competencies

Knowledge / Skills