Deputy General Manager - Learning & Development/Talent Management

DGM L&D and Talent Management

- Talent Management

- Strategizing and Leading all Talent Management initiatives like Performance Management, Talent review, Succession Planning etc.

- Leading the Performance Management process with a focus on consistent implementation and capability building.

- Use key data source to analyze trends - provide recommendations and solutions to the business to improve their overall performance metrics.

- Develop processes and programs for identification and management of high potential employees to ensure a healthy pipeline of high potential employees at senior and mid-management levels.

- In association with CHRO, proactively plan for succession for business critical positions, collaborate with Business Leaders to identify their candidates for Succession planning reviews. Activities include supporting the Business Leadership with Succession Planning, High Potentials and Emerging Talent. Provide feedback to the CHRO.

- Ensure functional capability framework is implemented and proper tracking is done to map ROI for the functions

- Collaborate with the leadership team on the formulation of key strategies by anticipating TM issues and solutions as appropriate

- Workforce Planning: Institutionalise processes to provide forecast and scenario data on business unit requirements

- Training & Development and OD: Ensure that Training & Development plans are aligned with the broader business/Operation's plans and reflect best practice. These training would include induction, process, behavioural, technical and leadership training. In consultation with corporate leader launch suitable OD interventions, through appropriate means, as required.

- Employee Satisfaction Surveys (ESAT): As and when appropriate conduct ESAT surveys. Support CHRO in taking leadership by driving and coaching business leaders to take corrective actions in response to the annual ESAT results; consider and drive HR initiatives to improve overall ESAT.

- Business/HR Required Projects: Work with CHRO to facilitate short to medium term change initiatives and continuous improvement projects. Undertakes project work in support of the broader business organization and HR team.

- Learning & Development

- Strategizing and Leading all people development interventions for the organization which will include, either independently or as an outcome of TM interventions, Executive Assessment, Executive Coaching, Individual Development Plans (IDPs), and Executive Development Programs outside HCC.

- Supporting high potential employees at senior and mid-career levels, with IDPs.

- Driving the culture building exercise and play a critical role in strategizing Learning & Development interventions to strengthen the people capability.

- Ensure that the functional capability framework is implemented and proper tracking is done to map ROI for the functions

- Collaborate with the leadership team on the formulation of key strategies by anticipating TM issues and solutions as appropriate.

- Co-ordinating both Soft skills and technical trainings across the company.