HR Partner - Jammu

Jobinhalt

WALMART INDIA PRIVATE LIMITED

Job Description

Job Title : Store HR

Reports to : Store Manager and Market HR (Functional reporting)

Division/Dept : People

• JOB PURPOSE
  

Store HR role is to work in strategic partnership with the business leaders and HR COEs to translate Business strategy into People strategy by delivering best practice and commercially focused HR solutions. Build strong connect and communication with the frontline associates to drive desired behaviors and organization culture in their respective markets, to bolster synergies in the ways of working across organization as One team. Act as a change catalyst and enabler to bring about the organizational transformation and development in line with the organizational priorities.

• Reporting into Market HR
• PRINCIPLE ACCOUNTABILITIES
  

Expected End Results

Major Activities

Create strong business partnership

• Partner with business to provide support on all people related decision making in order to achieve high performance and engagement level of team/s enabling higher efficiency.
• Identify the business need and channelize the people strategies to enable the delivery of organizational goals
• Ensure effective Conflict resolution and grievance addressing mechanism for the market in line with Walmart policies and processes
  

Execution of Core programs in partnership with respective COEs

• Collaborate with respective COEs to drive, influence, advice and support the cultural and people aspects of organizational change, structures, policies, people processes and business improvement initiatives
  

Organizational Development

• Be the communication champion for the store
• Identify and build capability towards quicker turnarounds towards changes in policies/procedures
• Drive Optimum utilization of resources and manpower planning
• Facilitate the creation of an implementation and communication plan into the local business area that achieves the agreed deliverables
  

Diversity & Inclusion

• Drive various initiatives and influencing to promote diversity representation in store at various levels
• Work towards detailed strategy and growth plan for diversity associates to enable inclusive work environment in the stores
• Foster an inclusive work environment for Helping Heroes (people with disability)
  

Talent Acquisition

• Ensure 100% manpower availability on floor, in line with Annual proto plan
• Non-management recruitment, selection and onboarding within defined timelines
• Partner with central Talent Acquisition team to ensure closure of open management mandates with right candidate within timelines
• Proactive planning and recruitment pipeline to enable faster talent availability to mitigate business loss related risks
  

Walmart Way of Working

• Ensuring effective execution of WOW practices in the store Identify and communicate the common themes coming out of various interactions and design interventions towards culture immersion.
  

Drive High Performance culture

• Drive strategic goal setting, ensuring the cascading down of goals from Store Manager to Floor associate level
• Set up a robust review and monitoring framework and continuous feedback mechanism towards driving a high performance culture
• Drive and support on time delivery of Mid-year and Annual evaluations
• Calibration of performance at store level in line with process guidelines and performance metrices
  

Potential Identification and Talent Capabilities

• Focused interventions and creation of Individual Development Plans to develop and retain HIPOs and SMEs
• Identifying and putting up a plan for managing talent risks
  

Learning and Development

• Partner with business to identify challenges and training needs and align the training and learning initiatives in partnership with the COE
  

Manpower Planning & Budgeting

• Plan and deliver as per the yearly AOP
• Ensuring right talent for the job in right time by Identifying the talent/attrition risks proactively
• Driving Diversity and Inclusion targets to develop and inclusive work environment
• Identifying and delivering talent in line with the short term and long term talent strategy
• Develop and manage cost effective sourcing channels
• Plan and deliver on manpower ramp-up for special projects
• Explore and implement cost saving strategies like NAPS enrollments, multi skilling of associates
  

Employee Engagement & Retention

• Designing a structured engagement program for the store in line with the business need, focusing on engagement pillars like recognition, connect, development, fun at work, celebrations, events, culture and alignment towards company philosophy and goals
• Conducting employee engagement surveys (AES,GPTW,PULSE), grass root discussions and action planning to foster a culture of listening
• Drive appreciation culture in the store
• Manage healthy attrition and perform detailed attrition analysis and retention strategy in line to minimize operations disruptions
  

HR Statutory Compliance - Adherence to Statutory Compliance by partnering with all the respective stake holders and regular traction on compliance parameters

• Ensuring respective process owners are adhering to compliance requirement and facilitating monthly/ quarterly review of statutory compliance for home office
• To ensure that all gaps identified in monthly/quarterly audits are bridged effectively by respective process owners Drive the communication in stores towards compliance and policy adherence
• Adhere to the compliance guidelines related to promoters 3rd party associates
  

POSH and Associate Grievances

• As a part of the POSH committee, responsible for the sexual harassment cases to participate & close investigations timely
• Manage and resolve the associate grievances/conflicts on a day to day basis
• Advisory to the store management and other associates at the store level on various employee related matters
  

New Store Opening Support

• Strategize NSO hiring plan and ensure in time and quality delivery of talent
• Ensure 100% manpower availability within timelines
• Align people process and policies to develop and imbibe Walmart culture values in new store
  

Special Projects

• Partner with Market HR Lead to identify business challenges and solution delivery with end to end project management mindset
  

Situation Management

• Provide additional support and handling during extreme events or situations
• Enable availability of resources and information relevant to manage the on-ground situation by mitigating risk
• Manage local level agitations/political influence issues to ensure no disruption in store operations and loss of brand reputation in market
  

Monthly Payroll

• Ensure monthly payroll cycle process inputs: Overtime, Allowance, Attendance etc.
• MAJOR CHALLENGES
• Change Management
• Resource availability and Optimization
• Culture Immersion
• Supporting a high growth dynamic environment
• Managing external environment and influence
• INTERACTIONS
  

List the job roles that you interact with inside or outside the company to enable you to meet your accountabilities)

INTERNAL (Roles or teams you need to interact with internally in the organization on a day to day basis)

• Partner with functions/ business to ensure implementation of all initiatives and core programs.
• Collaborate with different center of excellences (COEs) and leaders to ensure effective delivery on one and all aspects.
• Build associate connect, address their queries and grievances.
  

EXTERNAL (Roles you need to interact with outside the organization on a day to day basis)

• Represent People perspective for litigation from ex & current associates for respective functions.
• Regulatory authorities
• Consultants/NGOs/Skill Development Institutes/Campuses – For sourcing partnership, talent mapping etc.
• RASCII authorities for NAPS program
• DIMENSIONS
• Hiring within TAT for non-management associates across store (Base: 200 associates)
• High Performing Talent retention and talent risk exits.
• Diversity and Inclusion representation at all grades against targets
• Diversity retention
• Key Performance Indices like attrition, retention, grievance addressable turnaround and adherence to AOP
• Associate engagement score improvement (year on year)
• Implementing monthly engagement plan, monthly WOW practices tracking
• Monthly payroll inputs submission for all store associates (~200)
• Onboarding and document submission for new hires (5-15 per month)
• SKILLS AND KNOWLEDGE
  

State the minimum acceptable proficiency for this job. Do not state incumbent-specific information

Educational Qualifications

• MBA – HR/ Post Graduate degree in Human Resource Management from Tier 1 institute with 2 year of experience or 4-6 years of HR Business Partnering experience with MBA/MHRM
• LLB (an added advantage)
• Industry – Manufacturing, FMCG, Retail, e-COM or Service Industry
  

Relevant Experience

• At least 1-2 years of experience managing Field HR role & working in a complex environment managing changing business dynamics
  

PERSONAL CHARACTERISTICS & BEHAVIOURS

• Highly self-driven with solution-oriented approach
• Leadership abilities
• Strategic mind set and communication/influencing abilities
• People oriented and results driven
• Planning and Improvement
• Judgement and decision making
• Stakeholder and business focused