General Manager : RBIN/HRL-M

Enable Business Transformation

Key activites:

• Support the overarching business transformation  objectives while enabling the regional business goals of RBIN and Mobility business.
• Shape future organizational capacity and talent trajectories to align seamlessly with business expansion plans and strategic shifts.

Drives strategy execution and alignment across stakeholders, monitors progress and contributes to organizational design and the implementation of strategic plans. Involve the larger organization in the transformation

Key Result Areas / Indicators:

• Achievement of balance score card (Leadership transformation, qualification)
• Capability readiness index
• Alignment of talent strategy with business roadmap.

Key activites:

Talent Management

• Integrate the effort of various business units to enable a seamless talent management strategy for the overall RBIN and Mobility business
• Build and maintain a robust talent pipeline and succession plan for all critical roles across RBIN and the Mobility business while balancing the talent and competency requirement for future growth.
• Integrating the Build/buy/borrow strategy for managing the talent need for future.

Set the agenda for the hiring team to complement the talent management requirement

Key Result Areas / Indicators:

• Availability of succession planning of all business-critical roles
• Achievement of talent plan to meet target business plan (TBP)

Developing and executing strategies to attract top talent, build strategies for Bosch to continue being an "Employer of Choice" among Talent fraternity

Key activites:

HRBP for HR:

The role combines strategic advisory, business operations, communications, and organizational health responsibilities to optimize the effectiveness of HR professionals. Leveraging advanced tools, analytics, and methodologies, the role enhances performance, engagement, and well-being across the HR organization. By enabling best-in-class services and leading transformational initiatives, the role will empower HR practitioners to excel and contribute to the broader success and growth of the organization:

• Strengthen the strategic HR capability for the HR team
• Driving engagement, performance management, and career development initiatives specifically for HR associates in corporate and plant.
• Supporting organizational design, capability building, and change management for HR teams
• Strengthen the internal HR talent pipeline through dedicated succession planning and workforce management.
• Implement global HR processes locally, analyze HR data for effectiveness, and champion culture, well-being, and agile ways of working.

Key Result Areas / Indicators

Building HR team’s capability to leverage technology (including AI)

• Health of succession pipeline for HR key roles
• Engagement and retention metrics for HR & emerging business associates
• HR functional effectiveness and collaboration
• Timely execution and localization of global HR processes, and Adherence to HR process KPIs
• Delivery on the key HR projects

Key activites

Others:

• As a strategic business partner and execution leader, the role will support RBIN and M HR in translating the overall HR vision and priorities into coordinated plans through various initiatives and HR specific projects in line with the business rhythm.
• Supports the HR leader in communicating the HR vision, across the organization. Helps streamline leader communications and handles crisis response.
• Over a period, the role will be act as HRBP for some of the emerging business.

Key Result Areas / Indicators:

Supervise the deployment of annual HR targets across RBIN and Mobility business to ensure alignment with the target business plan.

• Execution of special Projects from time to time 
• HRBP for relevant business

 

MBA in Human Resource Management

 

• 15+ years in Human Resources Management
• Experience in driving strategic HR agenda, large scale transformation

Relevant experience /appreciation for Plant HR role and IR topics