Assistant General Manager - HRBP

• *Company Summary**

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First American (India) is a GCC (Global Capability Center) of the First American Financial Corporation (NYSE: FAF) family of companies. FAI is a proud member of the FORTUNE 500 companies and has been amongst the Fortune 100 Best Companies to Work For® list for eight consecutive years. First American Financial Corporation provides comprehensive title insurance, closing/settlement, property data and technology solutions. First American (India) creates quality solutions for its customers by combining software, back office, and knowledge processing operations to fulfill First American's business requirements. Our priorities are our employees, customers, and shareholders \- in that order. First American (India) has been ranked amongst India's Best Companies To Work For™ 2023: Listed amongst the Top 100 by Great Place To Work® India, FAI is also certified Best Workplaces for Women and Workplace with Inclusive Practices. Corporate Services provides financial, legal and auditing solutions and lower operating costs by creating efficiency through innovative end\-to\-end processing solutions.**Job Summary**

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Assistant General Manager\- HR Business partner helps the business achieve strategic HR and business objectives. Partners with multiple business units in various stages of their maturity journey through the process. journey. Drives the people initiatives across the organization and is instrumental to sustain and build a great work place at FAI through industry best practices. Responsible to drive key talent management and development programs across the organization. Role will work with the leadership team in the organization in designing and implementing organizational strategy to meet various talent needs. Will work closely with Learning and development team to build talent capability and is responsible for providing subject matter expertise to operational leaders on talent development.

Role will service the business unit in a consulting role on the people practices by partnering through all stages of business progression. Will Nurture and uphold FAI’s people First philosophy at all levels. Will drive Employee Benefits initiatives across the business units and help the business unit leaders and Head of HR build high performing, engaged work place. Is responsible for driving the performance review process including Goal setting exercise, mid\-year and annual review. Will Identify top talent through 9 box model, organizational strategy and succession planning and develops initiatives to build employee awareness on HR policies \& processes. Will Participate in the design, implementation, and management of compensation initiatives ensure that compensation practices are linked in the overall strategy to attract, reward, and retain top talent.

Senior Manager\- HR Business Partner is responsible for aligning the organizational objectives to the team objective, derive goals for individuals and ensure a fair, transparent, inclusive workplace culture. Will nurture teams through different situations, be responsible for the individual development plans and performance metrics.

• *Competencies:**

• Anticipates stakeholder’s stated / unstated needs; suggests specific changes in processes to improve the company’s responsiveness and deliver superior stakeholder experience
• Builds and nurtures long\-term, mutually profitable stakeholder partnerships. Builds a say in stakeholder decisions by establishing strong credibility and offering a superior end\-to\-end experience
• Builds and promotes systems / practices for effective capture, dissemination and management of knowledge at a Business Unit level
• Understands competitive global business environment and builds comfort with VUCA conditions, provides clarity to the team to act quickly and with precision on implicit and explicit stakeholder needs
• Focuses on continuous improvement through constant assessment of existing procedures, Selects and cross\-fertilizes ideas across teams within the Business Units
• Drives collective accountability through appropriate actions (involving employees in goal\-setting and ongoing communication
• Adapts management style to different situations and provides calmness and consistency to the team during stressful situations, serves as an advisor, providing guidance to multiple teams on contribution to key organizational decisions such that employee concerns are addressed.
• Drives synergy and cooperation across different stakeholders, to catalyze critical decision making, to work towards common organizational goal. Continuously owns and exceeds challenging targets; Drives team to consistently exceed past performance
• Encourages people to work outside of their comfort zone and creates the right conditions for them to demonstrate new competencies, Provides regular feedback in a constructive manner
• Develops and uses systems to organize and keep track of performance across the function, identifies areas to refocus team efforts and improve performance and quality while managing
• Shows respect for differences and draws upon different ideas in the business unit to enhance business performance, takes effort to create an open environment for team to voice views and capitalizes by leveraging synergies across teams.
• Strategic Agility: Ability to connect to Organizational strategic interventions – Medium \& long term
• Demonstrates sense of urgency and take risks in improving products \& services, while operating in a matrix environment

• *Technical Skills:**

• Should have managed mid to large size organizations in a human resource partnering role.
• Is adept at Headcount projection and headcount management.
• Has strong experience in talent calibration and talent management
• Strong knowledge of compensation benchmarking and compensation philosophy and will bring in the industry best practices for conversations with the C \& B team
• Strong experience in deriving competency framework
• Should have overseen the entire lifecycle of performance management for a large group of employees spread across geographies
• Should have experience of partnering with the L \& D teams to identify the training needs of all the business units across the organization and help drive the training programs
• Experience with grievance management
• Ability to drive key HR Practices across demography’s of the organization
• Should have prior experience in charting out individual development plans and help the organization in running the IDP’s.
• Knowledge of statutory norms pertaining different states and the local employment regulations
• Experience in handling engagement programs for organization with a diverse workforce
• Prior experience in running external engagement survey’s like Gallup and GPTW for the organization
• Experience with Succession planning \& critical role analysis
• Experience in Skill gap identification methodology (e.g. assessment centers, performance\-potential matrix etc.)
• Experience in managing relevant SOPs
• Experience in Management reporting and HRMS application usage

• *Educational Qualification and Experience:**

Minimum of 15 years of formal education \- Graduate / Post Graduate from Tier 1\-2 institutes

Professional work experience of 12 to 16 years including 4 to 6 years in a managerial/leadership role.

Relevant work experience in Captives/GIC’s.

FAI is committed to create an environment that respects, supports and inspires all individuals. We do not discriminate on the basis of color, religion, sex, gender identity, sexual orientation and age. At FAI, we celebrate diversity and believe that an inclusive workforce benefits employees, the organization and our community. We are an Equal Opportunity Employer. For more information about our company and dedication to putting People First, check out https://firstam.wd1\.myworkdayjobs.com/faicareers.