Job Description:
The job mission for this position is to lead the HR department and drive people management strategies that support the organisation's objectives, vision, and values. To attract, develop and retain a high performing, competent, compatible, inclusive and diverse workforce and foster a healthy, safe, well-equipped and productive work environment for stakeholders, in order to maximise individual potential, expand organisational capacity and position organization as an employer of choice.
PRIMARY PURPOSE, FUNCTION AND INFLUENCE JOB HAS ON THE ORGANISATION:
DESCRIBE the primary purpose, primary function of this job.
- Plan, direct, and coordinate the HR functions of the company in line with best industry practices
- To be competent enough to improve HR systems & processes, to possess strong Talent Acquisition skills in hiring across leadership levels, should have been hands-on in Talent Management, People Engagement, succession planning for critical positions and should be determined to take engagement levels to the next stage including GPTW ranking.
- Should be conceptually strong in Organizational Behavior and Organizational Development. Should be hands-on in HR Operations including driving welfare/wellbeing and Diversity and Inclusion.
- HR Strategizing / HR Policy Implementation.
Should be able to Communicate /articulate the Vision/Mission statement, Organizational Goals, Strategies, Policies, through workshops and other appropriate modes of communications.
- Talent Acquisition and Management:
Should be able to establish and sustain a robust Talent Acquisition and management framework for attracting and retaining the best talent; keep hiring costs low and should have had hands on experience in leadership hiring within timelines.
- Culture building/Change Management:
Own and anchor: Company Code (Communication > Collaboration > Ownership ) internalisation across the company, New Performance management framework Capability building, Engagement, Rewards, Talent Review. Implement/track the progress, Create and circulate dashboards capturing key metrics, thereby raising alerts and owning closure of gaps duly. Work with organisational development specialists and evolve apt interventions.
Change: Implement management initiatives and culture building Exercises
- Leadership capability building & People Capability building.
Support site functional leaders in Leadership development/capability building in line with company-wide strategy/plans. Identify the needs for building/enhancing the leadership capability & co-create the implementation planner and drive implementation and track effectiveness. Evolve, in consultation with L1 leaders, the People capability/competency/skill building plan, and track training effectiveness, and conduct the relevant conversations/actions.
- Learning Charter:
Should be able to implement the company-wide and site specific/business specific Learning & Development programs and track effectiveness.
- Talent Management/Review, Performance Mgt:
Should support the Annual Talent Review process and drive IDPs.
- People Experience Enhancement & People Engagement:
Find opportunities in every process/system in HR to engage the stakeholders better. Administer 'People Engagement surveys' and evolve actions. Drive powerful touch points' effectiveness.
Draw inferences from Attrition analysis/ Retention analysis/ Exit interview analysis and evolve engagement actions.
- People Feedback / Grievances:
Encourage/appreciate feedback, and coach Frontline leaders in straight listening and straight talking. Be the mediator in resolving grievances.
- Rewards & Recognition (Compensation & Benefits) :
Maximize the people reach to the existing R&R windows and enhance participation rate. Collaborate with the functional leaders and help the deserving people to reward on time, per framework. He should be adept with compensation and a benchmark for our industry and should adopt the best practices.
- Industrial Relations, Legal and Compliance.
Should have hands-on experience in handling IR, Legal and union related matters. Should have managed compliance related issues with different government organizations like PF, ESI etc. Ensuring compliance with employment laws and regulations
PMS, Pay & Benefits: Performance Management, Compensation & Benefits: To run annual Performance evaluation process, Manage Payroll.
- HR Analytics
Track and act on Key People Analytics (HR Analytics) - Drive and track, analyze and plan improvement.
