DCDC Kidney Care - Head - Human Resource - MDI/IIM/XLRI

Key Responsibilities / Accountabilities :

- Ensure creation of a strategic plan for HR and lay out a roadmap for implementation in line with the business strategy and employee needs

- Ensure manpower availability in line with business needs :

a) Plan and manage manpower plans and finalize talent acquisition budgets in coordination with the functional heads; Drive the recruitment strategy of the organization at all levels

b) Create the talent acquisition strategy for the company by identifying the right talent catchments along with the most appropriate channels/modes for recruiting talent

c) Institute a robust recruitment process and build in milestones which will ensure timely recruitment of right talent for right positions

- Drive the process of talent assimilation into the organization post the talent acquisition process. :

a) Ensure that the talent is inducted in an efficient manner and through the right process to ensure quicker integration with the system thus, encouraging delivery of productive output at the earliest possible

- Manage the entire employee lifecycle in a manner which creates positive work environment and enhances employee productivity :

a) Develop a framework for facilitating and fostering healthy employee relations

b) Manage the diversity within the organization, connect with people, address employee grievances in effective manner and respond to employee queries as per a defined service delivery framework

- Design and Implement enablers for creating a High-Performance Workforce through motivating frameworks :

a) Create a culture of high performance through a robust performance management system which drives ownership at all levels and ensure rollout through support from the various departments

- Ensure a strong pipeline of leaders in the organization :

a) Institute a process for identification and development of a pool of high potential employees from within the organization, who would take on leadership roles in the future

- Oversee the talent management practices :

a) Identify behavioural competencies that would drive business performance; create a strategy for capability building of employees at all levels

b) Upgrade the capability of the workforce on a continuous basis

c) Create a career management system that is linked to employee aspirations, performance and capability

- Support in articulating the compensation philosophy for the company and create a process for compensation management :

a) Design a compensation structure in line with the industry practices and organization requirements; Ensure efficient delivery of pay through robust, transparent, legally compliant processes; Design appropriate performance based pay programs to drive employee and organizational performance

- Ensure creation of a strong Employer Brand for the organization targeted at existing and prospective employees :

a) Articulate and institutionalize the Employee Value Proposition

b) Create alignment in people processes to the Employee Value Proposition

- Ensure efficient design and delivery of all HR policies and ensure they are in line with industry practices

- Perform the role of a people manager for the department :

a) Manage and support recruitment, set KRA's for direct reports, monitor overall department KRA's, conduct performance appraisal

b) Oversee staff deployment and drive motivation levels of the team, monitor staff welfare and facilitate complaint resolution, manage efficiency levels and drive timely delivery of all operational targets.

- Employee Engagement and Reward & Recognition :

a) Celebrate employees - birthday and all religion festival time to time

b) Spot, monthly, quarterly and yearly reward Ensure creation of a strategic plan for HR and lay out a roadmap for implementation in line with the business strategy and employee needs

- Ensure manpower availability in line with business needs