Job Title:

Senior General Manager – HR (HRBP)

# Direct Reports:

11

Level:

4A

# Indirect Reports:

10

Business Unit:

Diageo India

Primary Location:

Reports To:

Vice President – HR / Supply

Employment Type:

Permanent - Full Time

Context/Scope:

As a member of the Supply HR team the Manufacturing HRBP will be responsible for delivery of HR Operations HR Service Delivery Employee Experience Employee Relations and end to end HR Business partnering across own Manufacturing Units in India. Additionally this role will be deploying corporate HR initiatives across OMUs. He/she will be the go-to person for Unit HRBPs and build and sustain positive energy in the Unit HR Teams.

HRBP Leader for providing HR oversight to own Manufacturing Units across India covering around 11 Units with around 1500 direct and 3000 indirect employees. The own manufacturing units include Kumbalgodu Goa Alwar Baramati Aurangabad Nanded Nashik Nimapara Asansol Nacharam Malkajgiri.

This role will provide end to end HR Oversight for Own Manufacturing covering HO Manufacturing and addition the incumbent will be responsible to drive People and Culture transformation across Units through progressive HR initiatives digitisation of HR process.

Bring to life the HR strategy for the partner Supply function. Lead Talent Engagement development performance management & retention to drive Supply performance results and business metrics. This role is also responsible for implementing organization design and talent decisions for the function through respective line Leaders and Unit HR

The role holder will partner VP – Manufacturing OMUs.

Purpose of Position

HRBP Leader to provide end to end HR oversight for own manufacturing units (OMUs) across India market and drive People & Culture transformation.

Decision Making Authority

Decision Expected

Recommendations Expected

HR Operations

Deploying Corporate HR Initiatives

Recruitment and Selection – Talent Engagement

Employee Engagement

Talent Management

HR Service Delivery

Inclusion & Diversity

Culture Building

Learning & Development HR Transformation & Digitisation of Unit HR process & renewal of policies

Employee Relations

Corporate Relations

Legal

Reward Talent OE COEs

Policies

Financial Accountability (Budget/Revenue)

Own and manage staff welfare budget and OE targets for MAKE OMUs.

Call

Market / Function Complexity

Diageo India

Leadership Responsibilities

Talent Management & Reviews

Inclusion & Diversity

P4G ARC AIP process

Employee Engagement and Experience

Annual OE planning OE Targets for Supply MAKE

Staff Welfare Budget for Units

BRSR ESG Annual Report

Learning & Development

HR Policies and Process in Units

Talent Engagement – Recruitment & Selection

HR Workstream around Barriers at Work & Service Placement

Top 3-5 Accountabilities

Area (time spent: total 100%)

Level (Full Partial

Supportive)

Key Accountabilities

Strategic Alignment to Business

Full

'• Understand the Business priorities and Functional Goals to identify HR levers enabling performance; Draw out the HR Supply Priorities and plans aligned to Supply function needs

'• Diagnose key capability / enabling gaps talent trends to prioritize action plans ; Facilitate similar action planning at Supply Plant levels as well

'• Facilitate Goals Cascade and partnerships with CoEs to help address gap areas and identify solutions jointly

'• Lead implementation of HR Initiatives and be the Supply PMO to oversee execution across Pan India Supply entities

'• Partner change management and change deployment within the Supply Organization

Change Management & New Initiatives

Full

'• Work with functional & Unit HRBPs to design OD and Change Management strategies. Extend up to Implementation and Monitoring level

• Drive business leadership to influence the team in adopting and implementation change / HR initiatives such as P4Gs TRs ARCs etc.

• Utilize effective engagement activities in communicating change through events and training

• Connect with all levels of management at Units and HO level to facilitate change

• Use inputs from various organizational forums to identify HR interventions that can enhance organizational effectiveness and drive such initiatives

• Drive & own Your voice survey Actionables across Supply function

Talent Management & Engagement

Full

Participate in Functional Leadership Team meetings to address people priorities action plans and key updates. Support business decisions with a view on Talent

Provide Talent CoE with a consolidated view on Supply learning requirements for both functional and leadership capability development; Anchor capability development for employees in partnership with Talent CoE

Devise & roll out of Pan India / Supply specific engagement initiatives

Lead Talent Reviews career management and succession planning for Supply Organization

Unit HR Facilitation - HR Ops

Full

Resolve routine people management issues policy management etc as Tier 3 escalation

Resolve any grievances of employees and maintain smooth and effective implementation of day to day HR operations for HO Supply Organization

Support review of existing HR policies and procedures benchmark and identify improvement areas prepare draft policy consult business heads

Be PMO of key work streams specific to Supply organization

Champion the embedding of I&D Culture within USL

Qualifications and Experience Required

Qualifications

Experience

Post Graduate in HR preferably MBA from Premier B School is preferred.

Knowledge & Skills

'• High level of professionalism integrity and commitment with superior IT skills

• Experience in business partnering with executives

• Demonstrating the ability and desire to build high performing relationships

• Provide pro-active pragmatic advice in furtherance of the business agenda

• Demonstrated ability to navigate in matrix / operating environments

12 Years- of relevant experience in Manufacturing/ FMCG Industry in a Reputed Company

HRBP Experience & proficient with business HR practices

Expérience in Large Scale HR Transformation

Strong Negotiation skills

Administration of relevant HR systems and policies

Strong Thinking and Problem-Solving Skills

Strong Initiative Taking and Follow Through

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Success Criteria

Talent rotation to achieve less than 10% stagnancy.

HR Transformation of key HR process in OMUs – Time & Attendance HRIS system PWs on WD

Your Voice engagement score of 90%

Achieve I&D Goals with target gender diversity rate PWDs GATs

Strong succession pipeline for Unit leadership roles & corporate Supply roles. 2 RN successors for Unit Head and Critical roles across Own Manufacturing

Female attrition below 10%

Manufacturing Trainee program to infuse fresh talent and build succession pipeline for the future.

Career Path for PWs

Succession Plan Opportunities

HRBP – Enabling functions.

Head of Talent Engagement

COE Leads – Reward Talent Performance & OE.