General Manager/Head - Talent Management/Acquisition - FMCG Manufacturing

GM - HR (Head) - Talent Management (International Hiring)

Responsible for creating incentives for employees and evaluate division's efficiency and productivity. Additionally, as the general manager, will collaborate with company executives to develop strategic HR plans for business growth based on short-term and long-term goals, communicate those goals to your team, and guide them to success. Experience of hiring for international locations

The GM (HR) is required to partner with the Leadership team for effectively delivering results through people strategy in all HR domain of Talent Acquisition, Talent Management, Performance Management, HR Automation and HR Operations.

Talent Acquisitions :

- Develop strategy, processes and standards for recruiting, selection, and onboarding activities including manpower planning and contracting with vendors to ensure efficient implementation.

- Ensure that appropriate grading & salary structures are in place to recruit, retain and motivate staff, congruent with the organization's desired culture.

- On-board recruitment partner for various position hiring

- Identify and shortlist effective/relevant CVs for any position in line with the approved JD with an overall objective of finding the best fit for the position and follow up approval from competent authority where required.

- Set clear roles with timelines for agencies hired for recruitments and vacancy management.

- Ability to think and plan innovatively in fast racking recruitment process for filling up the vacancies at all levels and across geographies.

- Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates.

- Leverage the on boarded psychometric assessment tool to onboard skilled talents.

- Negotiations and closure of the role in time bound manner.

Talent Management :

- Support the development and implementation of talent management programs and processes that grow organizational capability through employee engagement, performance management and learning & development.

- Actively contribute to the implementation of learning curriculum and development initiatives that are aligned with current and forward looking departmental needs, employee development plans and individual line of business objectives.

- Facilitate orientation to new hires and support local and global on boarding processes.

- Support the execution of talent review and the succession planning process and readying of talent who will deliver our future.

- Implement approach to performance management and enable local employees and managers to have robust performance, development and career conversations.

- Work along with Director on key programs including engagement, career development, Inclusion and Diversity and Well-being.

- Keep abreast of talent management best practices, determine where it would benefit employees and people leaders to recommend certain best practices and oversee their adoption.

- Manage local & international vendor relationships and service level agreements in support of talent management programs.

- Lead the exit process and support the teams with the analysis around attrition in consultation with the Leadership Teams.

- Compensation benchmarking to industry and competition

- Changing salary structure to link KPIs with variable incentives.

Performance Management and Culture Enhancement :

- Design and drive Goal Setting exercise with HODs & Director.

- Develop business review mechanisms and work closely with HODs and Director to ensure reviews are conducted.

- Establish performance metrics and drive strategy for performance management. KRA and KPI setting

- Analyze operational and financial data to create performance reports that include trend analyses, status of major initiatives, escalating issues, and potential solutions.

- Support performance standards and promote compliance and enforcement.

- Ensure timely completion of the Annual Performance review process & adhere to the timelines.

- Coordinate with internal/external partners for benchmarking analyses; foster an environment of continuous improvement.

- Build and enhance culture through ongoing performance improvement and cultural engagement

- Align the team on the larger goals and big picture

- Create employee retention programs and engagement

- Create high performing employees career

HR Operations :

- Maintain coherent databases and use data for effective human resource decision making.

- Act as a focal point for all HR functions for the various teams and provide appropriate advice in consultation with the General Managers.

- Manage smooth execution of all the HR functions relating to hiring, contract renewals, appointments and separations as per HR policies. Ensure that adequate documentation is maintained for each of such activity.

- Ensure reporting through HR Dash board and provide the data driven analytics for rationale deployment across all functions.

- Ensure optimal usage and right allocation of the HRIS package at state and district level and orient all staff in using the same effectively

- Beyond recruitments, work with Director in taking on activities related to strategic HR and steer them forward.

- Evaluate and deliver HR automation software for International Division.

International Operations :

- Work as HR SPOC for all the international locations.

- Research various HR laws and statutory compliances specific to the country.

- Provide HR support to the global team.

- Managing Exits smoothly within the local laws of the land

- Engaging with local statutory bodies to ensure compliance- through lawyers

- Creating structures to on board employees and payments if on consultancy roles.

Qualification And Experience :

i. 12+ years of experience in a FMGC manufacturing Company & should have experience in Hiring (TA) at international location and familiar with overseas compliances

ii. Has done business partnering role in past.

iii. Performance of change management a plus.

iv. Technology savvy on HRMS, TA- psychometric tooling and assessment reading

v. PMS benchmarking linked to incentives, salary re-structuring

vi. Good people management and negotiation skills

vii. Strong Knowledge of Talent Acquisitions & Talent Management.

viii. Ability to deal with senior personnel.

ix. Strong Interpersonal skills.

x. Commitment and Vision to take the division forward.

xi. Strong Knowledge of PMS, drafting of KRA & KPI