Vice President – Human Resources (Axis Partnership)
Department
HR
Function
Distribution HR
Location
Hyderabad – GO1
Band
4A
About Axis Max Life Insurance:
Axis Max Life Insurance Company Limited is an Indian life insurance company headquartered at New Delhi, and the largest non-bank private-sector life insurer in India. It is a 80:20 joint venture between Max Financial Services and Axis Bank. The company is a subsidiary of the publicly-listed Max Financial Services. It was founded in 2000 after the liberalization of the insurance sector in India and its operations began in 2001.
We Stand for:
Job Summary:
Reporting to the Zone HR, the incumbent would be spearheading the HR agenda for the Karnataka region. S/he would be responsible to liaise with the Senior Leaders within and outside the channel in creation and implementation of all people initiatives. The incumbent will work directly with the multiple senior level people in the sales leadership team and drive and own the HR agenda consistent with the best practices being followed at HR in Axis Max Life. S/he will be responsible for attracting, engaging and retaining a team of competent employees, creating a high performance and positive work culture
The role includes team management of 1-2 off-role resources to deliver on the following:
Manpower planning and module management Lead Attrition control and retention enhancement measures
Creation and roll out of effective employee engagement programs, in line with central HR Strategy
Be the torchbearer for culture & values in the channel
Lead Talent Management initiatives for the channel
Provide specialist coaching, support & influence that enables key Business deliverables.
Caring
A compassionate leader who demonstrates appreciation for diversity in thoughts and approach towards people as well initiatives, eliminates biases to promote meritocracy. A coach who inspires people to excel and sets a culture of high performance.
Collaboration
A boundary-less leader who is capable of identifying & leveraging expertise of team members for superlative outcomes, thus, delivers to the organizations ask. A leader who addresses challenges with a solution oriented approach to create “win-win” partnerships within & outside teams through inspired cooperation and teamwork.
Customer Obsession
A leader who embodies Customer and keeps him at the core of all deliverables. Proactively anticipate customer needs and implement strategies to provide best in class
customer experience.
Growth Mindset
An ambitious leader who can sponsor game changing ideas and rally the team to turn them into a reality. A leader who challenges the status quo, takes bold & creative actions
to manage complex issues & achieve high impact goals by pushing self and others and raise the bar on performance.
People Leadership
A people’s leader who inspires their teams to stretch themselves and achieve their true potential. A leader who create leaders by coaching, empowering & motivating them to deliver superior business outcomes.
KEY RESPONSIBILITIES
HR Strategy for the Region
Conceptualize and deploy HR strategy for the Patch to support patch Business Plans
Develop and deploy an effective Manpower Plan
Ensure quality of hire
Ensure key Talent Retention
Conceptualize and deploy Employee Engagement Initiatives.
Be the thought leader and HRBP to client leaders on strategic as well as operational people matters
Business Partnering with field Business Leaders
Participate at the channel level strategy forums for integration of business & support
Lead the change management agenda
Positively influence the business lead to ensure that he is aligned to the people agenda and also ensure people strategy dovetails with the business strategy
Coaching and Performance Enablement
Talent Management and Development for the channel
Operationalize OTR(Organization Talent Review) for the channel.
Create and execute the succession plan for key roles
Engage and develop Best bets
Effective execution of MDR (Management Development Review) framework
Enable training and development of all employees (TNA, delivery and feedback)
Promote internal mobility
Promote gender diversity
Build Organization Culture and Reinforce Values
Institutionalize Organizational Values in employees and processes
Embed effective implementation of Rewards framework, including customer centricity
Leverage Employee Engagement (IBM Kenexa) outcomes to build organization culture
Ensure unbiased and complete investigation procedures, and compliance with the policy and process, and closure of issues reported
Performance & Compensation Management
Oversee implementation of annual performance appraisal process in order to ensure timely completion of performance management cycle.
Drive moderation of ratings for the assigned patch and assist the business heads in making promotion decisions
Support business in decision making (Fitment) & allocation of compensation quantum for assigned patch. Effectively use JE (Job Evaluation) and Market benchmarks
Deploy and monitor effectiveness of Performance review process and compensation
Employee Relations and Communication
Institutionalize employee relation forums that provide opportunity to employees to connect and bond with management and peers
Enable productive organizational climate
Enable openness and two-way communication between employees and management through communication forums such as town halls, skip level meetings, focused group discussions
Enable employee engagement by executing action plan emerging from employee surveys
Handle grievances
Provide coaching &counseling to build a motivated team; and ensure smooth & cordial relations
Measures of Success
Feedback from stakeholders/ internal customers
Effectiveness of HR strategy Effective and timely deployment of HR processes and measures
Recruitment Turnaround time, Quality of Hire in key roles, Feedback on new hire performance
Effectiveness of Talent Strategy; Regretted Attrition, Attrition of identified talent
Number of Training Interventions vs. plan
Employee Productivity and per capita Cost
Key competencies/skills required
Strategic Planning & Result Orientation
People Management
Customer Centricity
Problem Solving & Decision Making
Impact with Influence
Role Modelling Core Values
Strong Business Acumen
Key Relationships (Internal /External) Internal
-Sales leadership
Other Channel HR teams
Regional HR teams
HR Operations
Corporate HR
BPMA team
-Legal & Compliance Team
-Internal Audit team
External
Vendors
Job Description
Position
Senior Manager - Human Resources
Reporting To
Vice President – Human Resources (Axis Partnership)
Department
HR
Function
Distribution HR
Location
Hyderabad – GO1
Band
4A
About Axis Max Life Insurance:
Axis Max Life Insurance Company Limited is an Indian life insurance company headquartered at New Delhi, and the largest non-bank private-sector life insurer in India. It is a 80:20 joint venture between Max Financial Services and Axis Bank. The company is a subsidiary of the publicly-listed Max Financial Services. It was founded in 2000 after the liberalization of the insurance sector in India and its operations began in 2001.
We Stand for:
Job Summary:
Reporting to the Zone HR, the incumbent would be spearheading the HR agenda for the Karnataka region. S/he would be responsible to liaise with the Senior Leaders within and outside the channel in creation and implementation of all people initiatives. The incumbent will work directly with the multiple senior level people in the sales leadership team and drive and own the HR agenda consistent with the best practices being followed at HR in Axis Max Life. S/he will be responsible for attracting, engaging and retaining a team of competent employees, creating a high performance and positive work culture
The role includes team management of 1-2 off-role resources to deliver on the following:
Manpower planning and module management Lead Attrition control and retention enhancement measures
Creation and roll out of effective employee engagement programs, in line with central HR Strategy
Be the torchbearer for culture & values in the channel
Lead Talent Management initiatives for the channel
Provide specialist coaching, support & influence that enables key Business deliverables.
Caring
A compassionate leader who demonstrates appreciation for diversity in thoughts and approach towards people as well initiatives, eliminates biases to promote meritocracy. A coach who inspires people to excel and sets a culture of high performance.
Collaboration
A boundary-less leader who is capable of identifying & leveraging expertise of team members for superlative outcomes, thus, delivers to the organizations ask. A leader who addresses challenges with a solution oriented approach to create “win-win” partnerships within & outside teams through inspired cooperation and teamwork.
Customer Obsession
A leader who embodies Customer and keeps him at the core of all deliverables. Proactively anticipate customer needs and implement strategies to provide best in class
customer experience.
Growth Mindset
An ambitious leader who can sponsor game changing ideas and rally the team to turn them into a reality. A leader who challenges the status quo, takes bold & creative actions
to manage complex issues & achieve high impact goals by pushing self and others and raise the bar on performance.
People Leadership
A people’s leader who inspires their teams to stretch themselves and achieve their true potential. A leader who create leaders by coaching, empowering & motivating them to deliver superior business outcomes.
KEY RESPONSIBILITIES
HR Strategy for the Region
Conceptualize and deploy HR strategy for the Patch to support patch Business Plans
Develop and deploy an effective Manpower Plan
Ensure quality of hire
Ensure key Talent Retention
Conceptualize and deploy Employee Engagement Initiatives.
Be the thought leader and HRBP to client leaders on strategic as well as operational people matters
Business Partnering with field Business Leaders
Participate at the channel level strategy forums for integration of business & support
Lead the change management agenda
Positively influence the business lead to ensure that he is aligned to the people agenda and also ensure people strategy dovetails with the business strategy
Coaching and Performance Enablement
Talent Management and Development for the channel
Operationalize OTR(Organization Talent Review) for the channel.
Create and execute the succession plan for key roles
Engage and develop Best bets
Effective execution of MDR (Management Development Review) framework
Enable training and development of all employees (TNA, delivery and feedback)
Promote internal mobility
Promote gender diversity
Build Organization Culture and Reinforce Values
Institutionalize Organizational Values in employees and processes
Embed effective implementation of Rewards framework, including customer centricity
Leverage Employee Engagement (IBM Kenexa) outcomes to build organization culture
Ensure unbiased and complete investigation procedures, and compliance with the policy and process, and closure of issues reported
Performance & Compensation Management
Oversee implementation of annual performance appraisal process in order to ensure timely completion of performance management cycle.
Drive moderation of ratings for the assigned patch and assist the business heads in making promotion decisions
Support business in decision making (Fitment) & allocation of compensation quantum for assigned patch. Effectively use JE (Job Evaluation) and Market benchmarks
Deploy and monitor effectiveness of Performance review process and compensation
Employee Relations and Communication
Institutionalize employee relation forums that provide opportunity to employees to connect and bond with management and peers
Enable productive organizational climate
Enable openness and two-way communication between employees and management through communication forums such as town halls, skip level meetings, focused group discussions
Enable employee engagement by executing action plan emerging from employee surveys
Handle grievances
Provide coaching &counseling to build a motivated team; and ensure smooth & cordial relations
Measures of Success
Feedback from stakeholders/ internal customers
Effectiveness of HR strategy Effective and timely deployment of HR processes and measures
Recruitment Turnaround time, Quality of Hire in key roles, Feedback on new hire performance
Effectiveness of Talent Strategy; Regretted Attrition, Attrition of identified talent
