DGM/Head - HR - Talent Aquisition

DGM - HR / HR head - Talent Azquisition / Exp - 10Yrs/Location - Mumbai- Andheri

The Requirment is for our Client who is an is a USD 4 billion global industrial conglomerate headquartered in Gurgaon (NCR Delhi) with interests all over the world, and is an Indian multinational company.

The group has 17 manufacturing sites in India and plants in China, Poland, Italy and Mexico. It is also the third largest picture tube manufacturer in the world.

The group has an annual turnover of 4 billion USD, making it the largest consumer electronic and home appliance companies in India. Since 1998, it has expanded its operations globally, especially in the Middle East.

Exp : 10 yrs

MBA in good Top 10 B school is must

Reporting to : COO

TALENT ACQUISITION AND TALENT MANAGEMENT & DEVELOPMENT

PURPOSE OF THE ROLE: Videocon is looking for candidates whose thought leadership and process insights will enable:

- Effectively manage how talent enters, moves across, up or out of organization to develop the most effective placement of skills and capabilities to meet the organization’s key objectives.

- Videocon to have the right structure, processes, tools, talent, rewards and management systems to meet the organization’s objectives.

- High performance culture by managing employee performance to achieve individual, team and organizational objectives.

SKILLS:

- Proven track record in institutionalization of HR practices.

- Excellent computer skills

- Excellent planning and influencing skills

GRADE: DGM/GM - HR

TEAM SIZE: 5direct report( expandable)

REPORTING TO: COO - Central

LOCATION: Adheri ( E) Mumbai,India

KEY RESPONSIBILITIES: TALENT ACQUISITION

- Develop the talent strategy for the organization based on organizational capability requirements to align with the business strategy.

- Regularly evaluate the outcome of talent management systems, programs, processes, policies and continually refine them to align with the demands of the business and to ensure consistency and fairness to all employees.

- Clearly communicate human capital objectives and priorities to employees at all levels within the organization.

- Monitor all talent management programs (recruiting, learning, total rewards, etc.) for consistency and fairness to all employees

- Apply workforce planning tools and analytics to link succession planning, development, performance management and business objectives.

- Analyze internal and external demographic trends, identify competency gaps, develop, and execute plans to address identified issues through acquisition as well as development of talent.

- Identifying of critical positions and ensuring succession planning for each of the identified critical positions.

- Segmenting the talent pool into each investment category (Box 1, 2, 3 & 4) and managing investment in each category through appropriate actions.

- Identifying and creating a set of career paths, development and retention actions for key players (Box 1, 2 and 3).

- This will ensure that we leverage talent as key lever to achieve our global objectives… focus being on development process of identified succession candidates.

Organization Design

- Analyze the effectiveness of an organization’s design and facilitate accountability changes across multiple functions.

- Analyze the organization and business issues and develop organizational design strategies and communicate goals, process, barriers and success criteria to the organization.

Performance Management

- Lead the overall PMP strategy for the organization based on priorities identified in the business plan.

- Facilitate performance management and calibration discussions at the leadership and executive levels within the organization.

- Introduce and establish new ideas, in relation to performance management, based on industry best practices

- Identify problems in the performance management process and develop solutions to address these problems and to improve the process.

- Advise leadership on performance management concerns and develop specific actions to move talent into roles more suited to strengths or exit low performers from the organization or functional group.

LEADERSHIP COMPETENCIES AND SKILL REQUIRED:

- Thought Leadership: Consistently adds value with his/her thinking. Makes others “smarter” through his/her interactions. Consistently challenges the status quo and orthodoxies. Engages the best thinking of not only self but others as well

- Strategy Execution: Operationalizes strategy by facilitating proactive change and removing barriers to execution. Leads operational competencies to enable maximum business impact (innovation, PMR, cost
leadership, customer quality).

- Attracting, Developing & Engaging Talent: Assembles remarkable teams and inspires others to strive for
extraordinary results through mentoring & coaching. Helps people graduate to bigger roles and creates
leaders better than self.

Do send your profile with - Designation, Skillset, Yrs Of Experience & location - mentioned in the subject line.

Below Details Required in the mail.

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Do mail your profile in Word format, with above details to krithikaresumes@angelandgenie.com

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