Chief Manager - Business Planning

Key Responsibilities

1. Manpower Planning (Strategic + Annual)

• Build annual and long‑term manpower strategies for Axis channel including GCL & DCC.
• Lead Manpower Plan creation:
• Headcount, Band-Mix, Attrition, Promotion, Replacement planning
• Region-level & branch-level plan dissemination
• Segment & sub-segment workforce modelling
• Identify business expansion opportunities and design manpower models aligned to growth hotspots.
• Drive benchmarking of Bank Open Architecture competitors and translate insights into winning manpower strategies.
• Collaborate with Finance, HR, Ops & Sales to ensure integrated manpower planning and approval.

2. Driving the People Agenda (PMS, ESAT, DEI, People Success)

• Identify and deliver People transformation projects to improve efficiency, affinity and organizational experience.
• Lead People Surveys across the channel; identify friction points and drive actionable improvements.
• Bring thought leadership on People success, DEI, employee experience, activation and productivity through research and best practices.
• Drive PMS outputs into field execution and manpower decisions.
• Design and lead Manpower Management System levers:
• Compensation strategy
• Promotion & Career Progression frameworks
• KRAs and Productivity norms
• Rewards & Recognition frameworks
• Define and track manpower KPIs to measure health, productivity, activation, attrition (overall & G2V2), replacements and performance outcomes.

3. Manpower Deployment & Governance (Analytics-led Execution)

• Implement structured manpower deployment principles based on Branch potential, Span, Productivity, Band mix norms, and approved HC models.
• Partner with Central & Zonal HR to ensure disciplined deployment in line with AOP, region asks & business requirements.
• Design frameworks for Manpower Cost Optimization including Circle/Cluster rationalization, SEM/NFTE optimization and band-mix quality improvements.
• Drive adherence to Source Mix to reduce onboarding cost.
• Establish a cadence-based governance model with Field Leaders to monitor deployment health, identify gaps and steer course correction.
• Lead special manpower projects (e.g., RA activation-driven hiring, CRM ranking-based hiring, OA share-based deployment, Zonal deep dives).
• Oversee system hierarchy governance in coordination with Tech and HR.

4. People Tech Alignment, Development & Monitoring

• Partner with Technology teams on all People systems:
• Core People tech
• Training tech
• Role additions / deletions / modifications
• Drive system enhancements to align HR systems with field realities.
• Create BRDs, manage end-to-end SDLC of manpower-linked policies and ensure timely implementation.
• Define and enforce sales / business policies related to manpower.
• Track tech delivery KPIs & ensure strong adoption of manpower and training systems.