JOB DESCRIPTION
Position:
Associate/Manager - GSC
Location:
Mumbai
Employment Date:
TBD
People Leader’s Title:
Business Head India
Direct Reports:
GSC Head
PURPOSE OF ROLE
At Brennan, our mission of People first – security always ensures that we are committed to continuously improving our people
practices to drive great talent outcomes.
Our Associate/Manager will be responsible for supervising, managing and motivating team members on a daily basis. As a team leader,
you will be the contact point for all team members, so your communication skills should be excellent. You should also be able to act
proactively to ensure smooth team operations and effective collaboration.
The Associate/Manager will provide senior level business partnering, advisory, coaching and consulting services to the GSC, manage the
local onsite teams1, and act as a key conduit to the ELT in relation to talent matters relevant to the respective team.
The role is diverse and fast-paced, and requires a dynamic individual who is self-motivated, disciplined, ethical and results oriented. Our
Associate/Manager will work confidently and autonomously to drive business outcomes through effective people practices, with
performance and commercial success at the heart of their advice.
It is anticipated that this role will continue to evolve (including potentially assuming responsibility for new offshore locations) as the
organisation grows and evolves.
KEY ACTIVITIES
Whilst your day-to-day activities will vary to meet your role’s mission, KPIs and the operational requirements of the job, we
envisage you will undertake the following key activities to achieve success in the position:

Lead, manage, engage and develop the GSC team to deliver key talent outcomes, ensuring their reputation for high quality and
timely advice and AU team operations; improve the effectiveness of their roles and maximise their contribution to the business.

Work with the local Country Managers and with your allocated business leaders (at the executive and senior level, in particular) to
identify strategic people needs/opportunities aligned to business priorities and provide coaching, advice and support to shape and
implement appropriate people-related solutions.

Provide organisational design advice to optimise the organisational structure of the GSC (including the optimal distribution of
organisational capability, appropriate spans and layers etc) and manage any organisational changes (including restructures,
redeployment, and/or role redundancies) to optimise employee engagement and performance and reduce organisational risk.
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
Engage with respective specialists/stake holders (e.g. VDBA, MBS, Digital Manager etc.) to support the scoping, design and
development of high-impact and effectively/consistently implement initiatives across the GSC

Manage all cyclical P&C activities for the GSC aligned to the global/local P&C calendar, including, for example, annual remuneration
reviews, goal/KPI setting, performance reviews, employee surveys, career conversations, leadership development programs,
compliance training programs, and the like; contribute to the development of these programs by providing GSC related feedback and
advice during design and delivery planning; develop and lead regional talent programs as required

Provide ongoing coaching and support to people leaders of AU managed teams to ensure they are optimising talent and
performance outcomes for their teams; identify new ways to optimise performance based on tools, training, and feedback.

Oversee all employee relations issues (including performance and conduct related issues), grievances, complaints, disputes and
workplace health and safety issues across the GSC.

Champion and role model our values at all times, ensuring that any mis-aligned behaviours are addressed in a timely manner.

Continuously identify opportunities to improve the function and all aspects of the employee experience.

Provide reporting, analysis and insights relating to the GSC to inform decision-making and shape continuous improvements to
our people practices.

Any other duties as required.
KEY PERFORMANCE INDICATORS
We have outlined your major responsibilities and what we expect will be the outcome of your efforts. Some of these responsibilities will
also be linked to KPIs and where applicable we have outlined these.
Other responsibilities may arise from time to time and as required, and Responsibilities and KPIs will be changed on a regular basis in
consultation with you to ensure we are continually focussing our efforts on delivering the very best performance for our customers and
our business.
KPIs are reviewed monthly and quarterly; where applicable, bonuses are generally paid quarterly unless otherwise noted. Some bonuses
require achievement of certain gates or hurdles - failure of any gate or hurdle KPI (which are generally, but not always, non bonusable)
generally precludes payment of any bonus that quarter.
NOTE: These KPIs are indicative only and will be confirmed with your Leader when you commence the role. Your official and measurable
KPIs will be recorded in our Performance Management system so they can be discussed and tracked on a regular basis. Any future
changes to your KPIs will be updated in our systems once approved.
#
AREA OF
RESPONSIBILITY
DESIRED OUTCOME
KPI MEASURE2
WEIGHTING
(NB THIS ROLE IS
NOT BONUSABLE)
1
Employee Engagement
A highly engaged and high
performing Brennan team
measure as per tool
0%
2
Employee Attrition
Reduction in voluntary attrition
across allocated business units
Annual attrition target; FY24
target TBC
10%
3
Talent Management
Retention of high risk and critical
talent
Retention of high risk and critical
talent
30%
4
Talent Performance
Retention and development/
promotion of high performers
Retention and development/
promotion of high performers
20%
2
Details for some KPIs are TBC based on survey tool design and starting position; KPIs and targets may vary from one year to the next at Brennan’s total
discretion; weightings here are indicative and may mirror ELT KPIs more closely, e.g. company v business unit attrition
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5
Continuous
Improvement
Delivery of allocated projects on
time and on budget
Project plan delivery
10%
6
People Leader
Advisory
Effective partnering and strategic
people management advice
Feedback survey from key business
leaders > 90% satisfaction
20%
KEY COMPETENCIES
Essential
To achieve success, this role requires the following Competencies and Experience:

At least 8 years people leading experience with international stake holder management

International HR experience, ideally including prior experience working with a US, UK or ANZ multinational in an offshored operational
centre, along with an awareness of alternative cultures and the impact on business and operation practices

High aspirations for continuously improving the employee experience and organisational talent outcomes

Demonstrable stakeholder engagement, management and communication skills at all levels, both internally and externally

Proven ability to work autonomously, and by leading through others, to deliver/execute

Experience working in high growth, fast moving environments with the proven ability to multi-task and prioritise competing
workloads

High emotional intelligence, strategic thinking and a customer focussed mindset

Strong business acumen

Demonstrable coaching, development and consulting experience

Innovative, creative and collaborative approach to achieving impactful outcomes

High level of confidentiality and ability to exercise discretion in a professional manner

Intermediate to advanced skills in the use of Microsoft 365 and various HR software tools
Desirable
To achieve success, the following Competencies and Experience would be an advantage in this role:

IT Services experience
KEY QUALIFICATIONS
Essential

Degree in Human Resources Management, Commerce/Business, Psychology, or a related field
Desirable

Certification(s) in a range of organisational assessment tools (ideally including the Predictive Index)
SPECIAL REQUIREMENTS
You are responsible for understanding, adhering with, and delivering services in accordance with the information security
requirements identified in the Brennan IT Information Security Policy, its supporting security procedures, and guidelines. Any
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deviations from these security requirements will be dealt in accordance with the Code of Conduct and the Disciplinary Actions
Policy.
INTERACTION NETWORK
Outlined in the diagram below is a summary of the interaction network within which this position operates
EXTERNAL CLIENTS
This role’s external clients
include:

NA
EXTERNAL SUPPORT
The following roles and sources serve as the
external support to help achieve the role’s
objectives
 External vendors &
suppliers
Associate Manager
(People Manager)
INTERNAL CLIENTS
The role’s internal
clients, who expect an
output from the
incumbent, include:




ELT/SLT
GSC People Leaders
Global shared Team
GSC Employees
INTERNAL SUPPORT
The following roles and sources serve as the
internal support and/or information required
to help achieve the role’s objectives:

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VDBA, MBS, Developer
etc. Team
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CONFIDENTIALITY
The information contained in this document is confidential and proprietary to Brennan. This document is submitted by Brennan with
the understanding that it will be held in strict confidence and will not be disclosed, duplicated, or used, in whole or in part, for any
purpose other than the evaluation of Brennan's qualifications, without prior written consent of Brennan.
For the purposes of Freedom of information legislation, Brennan classifies this document as Commercial in Confidence.
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