General Manger HR
Tata Communications Ltd.

JOB DETAILS              
Purpose - Broad objective of the role Develop and lead execution of the company’s HR strategy, global policies, practices and systems basis the business objectives as well as challenges within a BU (like GES, GCS etc.) and work closely with Corporate HR and Regional HR with the objective of ensuring best in class talent acquisition, development and retention and driving high employee engagement and productivity in the BU with the objective of ensuring best in class talent acquisition, development and retention and driving high employee engagement and productivity in the BU Operating Network - Key External HR representative in other Tata companies, Industry Forums like NHRD and NASSCOM Operating Network - Key Internal HR team, BU employees as internal customers of HR, Senior Leadership Team of Business Size and Scope of Role - Financial Operating budget (FY 11'): Value to filled in by the incumbent/supervisor Manpower budget (FY 11'): Value to filled in by the incumbent/supervisor Size and Scope of Role - No. of direct reports 5 Size and Scope of Role - Total team size 10 (on rolls) 7 (outsourced) Size and Scope of Role - Other size parameters NA Minimum qualification & experience MBA or a post graduate degree in HR with experience of 15 years; Experience in all functional areas of HR like Talent Acquisition, Talent Management and developoment, Global talent Management and Global Compensation would be essential ; Understanding of the telecommunications and IT sector and business imperatives is essential Collaborative and Teaming Skills along with Leadership skills ( Managing a min of 2 level teams). Influencing skills is also essential for this role Other knowledge/skills Cross cultural sensitivity, ability to understand the business and execution capabilities; Ability to think creatively, manage change, influence senior executives and take initiative to drive projects Key Responsibilities Prepare BU 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 business line to Corporate HR; Review and study metrics received on various factors like employee engagement, attrition, headcounts, vendor costs, investments required in employees etc; Review and provide inputs for the corporate budget and HR budget based on the above metrics, key business imperatives and market realities; Track and review the scores across various metrics; Review the finalization of budget and seek approvals; Track adherence to budget and take corrective actions in case of deviations. Participate in forecasting of headcount requirements for the year and per quarter based on business needs, projected attrition and expected location movements; Liaise with business to ensure that headcount is in line with pyramid structure; Provide inputs into recruitment plan development including fresher to non fresher mix, channels to be used etc; Interview candidates for senior level (GM /VP) or critical positions and assess candidate fitment into role and organisation; Review the weekly reports and seek inputs in case of major abnormalities; Resolve recruitment related escalated issues. Provide inputs to the Corporate Compensation team to draft compensation and benefits strategy & budget; Recommend changes to the strategy keeping in mind business and market conditions; Drive the development & execution of the variable pay plan in the BU; Drive execution of corporate norms; Supervise team in meeting all compliance requirements; Monitor corrective actions on compliance as required. Institutionalize PMS framework within business lines and monitor completion; Trouble shoot on normalization; Monitor to ensure that promotions are in line with defined policies; Liaise with segment heads to drive closure; Get involved in normalization if it not in line with corporate guidelines. Drive implementation of training programs in the BU; Guide the team to liaise with the Corporate T&D team to determine training needs and seek required approvals; In case of external training guide the team to identify training vendors; Select vendor basis content and cost in collaboration with the T&D team; Seek approval on training vendors from senior management; Drive coordination with relevant teams for training execution; Monitor training effectiveness and make course corrections if any. Drive the development of career path for HIPOs; Provide direction to the team to identify high potential employees for local and global roles; Guide the team to develop action plans for the identified employees and liaise with business in implementation. Define employee engagement targets for business lines; Plan and drive implementation of employee engagement initiatives based on overall objective; 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. Participate in the recruitment and selection process; conduct goal setting and performance review for the team; drive team development, engagement and reward initiatives; coach and mentor team members as required and ensure resolution of any people issues.

COMPANY DETAILS              
Tata Communications is a global company with its roots in the emerging markets. Headquartered in Mumbai and Singapore, it has more than 8500 employees across 38 countries. The $2.9 billion company is listed on the Bombay Stock Exchange and the National Stock Exchange of India and is the flagship telecoms arm of the $103.3 billion Tata Group. The exponential growth of connected devices, emergence of social media, analytics, and cloud computing (SMAC), and acceptance of bring your own device (BYOD), are all resulting in a major transition in the way enterprises engage with technology. Both developed and emerging economies are looking to innovation in technology. As a key enabler of information and communication technologies to global enterprises, Tata Communications has led from the front in ensuring a robust digital ecosystem that is equipped for the future – with the infrastructure that can cope with customers’ demands of intelligence, scalability and flex. Our strategic portfolios are responsive to changing business needs.