Job Purpose
The incumbent will play a role of business HR for the Agency Sales channel for the assigned zone to ensure Employee relations, Employee Engagement, HR operations and Recruitment in their respective regions in order to ensure the HR deliverables of the regions are met.

Job Context & Major Challenges

Job Context

Job Challenges

Market Opportunities – With the advent of medical advancements, lifestyle changes, change in Indian socio-economic scenario and Indian healthcare space, and the insurers are facing challenges to cater to the needs of this diverse clientele. Increasingly Indian customers have started considering health insurance partners as ententions of health advisers. In this scenario it becomes extremely important to understand their psyche and then provide tailored solutions with wellness benefits which would help them meet their end objectives and bring in profitable revenue source for the company.

About the Aditya Birla Health Insurance –
Aditya Birla Health Insurance Co. Limited (ABHICL) was incorporated in 2015 as a 51:49 joint venture between Aditya Birla Capital Limited (ABCL) and MMI Strategic Investments (Pty) Ltd. ABHICL commenced its operations in October 2016.

Key Challenges for the role –

• Recruitment of quality manpower within stringent TAT, given the high attrition (especially in the FLS level) and the non-availability of right/trained resources
• Uniform & effective implementation of policies/practices/engagement initiatives in all branches spread across a wide geography
• Creating an effective engagement framework to retain quality talent in wake of stiff competition & ever changing external environment.

Key Result Areas
KRA1: Create an effective sourcing model & drive effective hiring across the regions/zones to ensure availability of quality manpower within TAT

• Maintain manning at budgeted level for all positions.
• Create a robust sourcing model for FLS hiring to ensure manning of the branches are up to the desired manning levels at all times.
• Ensure that the sourcing mix is properly managed to reduce dependency on consultants & improve cost efficiencies. Source/Headhunt suitable profiles for all sales /non sales positions at the regions/zones within TAT

KRA2: To drive defined processes to increase employee retention and productivity at Regions / Zones

• To create an effective engagement framework to increase employee retention at regions/zones
• Ensure execution of the productivity touchpoint architecture – interventions are planned at month zero, month four and month seven etc.
• To ensure structured exit interview with analysis and action planning with ZH.
• To ensure common employee experience through standardized HR services, interactions across the zone and regular employee connect sessions
• Perform HR analytics on all KPIS
• 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.

KRA3: Driving Engagement & other initiatives from time to time

• Drive the all activities related to pre OHS & post OHS survey at the regions & Zones
• Understand the local challenges and prepare a regional calendar and implement engagement initiatives at the respective regions
• Meaningfully engage with regional managers to close performance management milestones in an effective manner within TAT
• Effectively engage with the training team in driving the early career stage initiatives for the FLS in the regions/Zones.

KRA4: Create a framework to monitor all statuary compliances related to labour laws & maintain harmonious employee relations at regions/zones

• Audit the branches from time to time on displays/maintenance of registers related to labour laws
• Create a framework to investigate & resolve employee grievances within shortest time frame.
• Engage with the Sales leadership in ensuring a mature & uniform handling of all ERs cases in the regions/ zones.

KRA5: Ensure induction and on boarding of new employees in the Zone

• To conduct induction sessions for BMs and other Managers of the Zone / Region
• To implement structured induction for all employees joining in the regions within defined timelines from DOJ.
• To collate/consolidate feedback for the zone and decide on actionables & implement action plan with the ZH.
• To ensure standard on boarding process is implemented in the zone/regions to given common joining experience to employees.

KRA6: 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.