Zonal Manager - HR

Play a role of business HR for the assigned zone and region to ensure Employee Relations, Employee
Engagement, HR Operations and Recruitment in order to ensure the HR deliverables of the regions are
met.
Dimensions: Mention quantitative or qualitative parameters that are relevant for the job and provide a better understanding of the scope and scale of the job.
Business Workforce Number 800
Unit Workforce Number 800
Other Quantitative and Important
Parameters for the job: Budgets/
Volumes/No. of Products/Geography/
Markets/ Customers or any other parameter Employee experience & engagement : 200 employees across regions & zones Span of Control: 10 plus locations Recruitment Nos : Approximate 100 across the zone
Job Context & Major Challenges: Write the specific aspects of the job that provide a challenge (internal and external) to the jobholder in the context of the Business/Unit/Function/Department/Section
Aditya Birla Money Ltd. (ABML) is primarily a Broking Company, deals in Equity, Commodity & Currency.
Workforce of ~800 spread across ~40 locations with customer base of in excess of 3 lacs. Commodity
operations are managed through its 100% subsidiary Aditya Birla Commodities Broking limited. ABML is
one of the leading securities trading companies in the country. ABML operates in a fragmented equity
broking business and has a daily turnover of close to 3,000 Crores with a market share of 1%. ABM works
in a highly regulated environment with a host of regulators like SEBI, RBI, AMFI, FMC, IRDA etc. regulating
its day to day operations. In addition to the regulator ABML is also subject to close monitoring and
inspection through various agencies like NSE / BSE / NCDX / MCX / NSDL / CDSL etc. ABML also operates
in a highly competitive market mainly in fragmented industry with ABML competition from major
National Broking houses like ICICI Securities, HDFC Securities, Angel Broking, MOFSL etc. and a range of
local Broking outfits.
The Human Resources department manages the entire gamut of employee management and employee
development activities for ABML. This includes Talent Acquisition, Training & Development,
Compensation & performance management & HR Statutory Compliance.
The Zonal HR Manager is responsible for all HR delivery to the assigned region in ABML. This includes
driving recruitment, onboarding, various HR initiatives on OD, Talent Management and also ensure that
HR connect is maintained at all levels.
Job Context & Major Challenges: Write the specific aspects of the job that provide a challenge (internal and external) to the jobholder in the context of the Business/Unit/Function/Department/Section
The major challenges in this role include –
Recruitment of quality manpower within stringent TAT
Creating an effective engagement framework to retain quality talent in wake of stiff competition
& ever changing market/regulatory environment
Creating an employee connect with HR across all regions and partner with other support
Functions For a Uniform Experience To The Employee
Driving of HR policies & processes, ensuring business goals are met, talent acquisition & aligning
HR strategy and execution with business strategy
Key Result Areas: Write the key results expected from the job and the supporting actions for each of these key result areas (For a majority of jobs typically there could be 4-7 key result areas)
Key Result Areas Supporting Actions
Create an effective sourcing model & drive
effective hiring across the zone to ensure
availability of quality manpower within TAT
Maintain manning at budgeted level for all positions
Interview and selection of the best candidate as per Biz requirement
Maintain right sourcing mix for cost efficiency without compromising on quality/TAT
Drive defined processes to increase employee
retention at Regions / Zones
Implement defined processes at zones to increase employee retention
Ensure structured exit interview with analysis and action planning with Business Head and Zonal Heads
Ensure common employee experience through standardized HR services, interactions across the zone
Define a framework for regular branch visits & drive the same as per the set calendar to identify gaps in various areas from time to time & take prompt corrective actions on the same
Ensure induction and on boarding of new
employees in the Zone
Implement structured induction for all employees joining in the regions within defined timelines from DOJ
Collate/consolidate feedback for the zone and decide on actionable & implement action plan with the ZH
Ensure standard on boarding process is implemented in the zone/regions to given common joining experience to employees
Ensure prompt resolution of all ER issues which
may come up from time to time and ensure
compliance of labour laws.
Conduct detailed investigation
Make comprehensive reports based on facts and recommend further course
Implement action recommended keeping in mind sensitivities involved
Ensure labour law compliance in Branches and Zonal Office
Facilitate team development through effective
interventions and drive Engagement, L&D
initiatives and Performance Management across
the zone
Identify training needs of team and discuss actionable with L&D team
Ensure adherence of the training calendars
Drive PMS process across the zone and ensure it is duly followed by the employees
Drive various engagement initiatives across the zones in line with the Vibes survey
Job Purpose of Direct Reports: Describe the job purpose of the direct report/s to the job (in 2-3 lines for each report)
NA
Relationships: Describe the nature and purpose of most important contacts or relationship (except superior/team members) with individuals, departments, organizations inside and outside of the organization, that job is required to interact with in order to deliver the job objectives
Relationship Type Frequency Nature
Internal
Head – Business HR
Sales (BM/AM/ZM/NH)
Operations & Compensation
and Benefits
L&D and Training
Legal and Compliance Team High High High Medium High Recruitment traction, HR initiatives, Approvals Defining and updating various requirements, status checks HR Intervention / Query resolution On Implementing Training / OD / HR Ops / Talent Management Initiatives or Solving Employee Issues
Relationships: Describe the nature and purpose of most i

Work arrangement
No