General Manager - Human Resources - Auto

Key Responsibilities

- Prepare BU HR key imperatives for the year covering individual plans for relevant HR processes basis historical data, business requirements and priorities;

- Provide inputs on policy changes required within business line to Corporate HR;

- Review and study metrics received on various factors like employee engagement, attrition, headcounts, vendor costs, investments required in employees etc.;

- Review and provide inputs for the corporate budget and HR budget based on the above metrics, key business imperatives and market realities;

- Track and review the scores across various metrics; Review the finalization of budget and seek approvals; Track adherence to budget and take corrective actions in case of deviations.

- Participate in forecasting of headcount requirements for the year and per quarter based on business needs, projected attrition and expected location movements;

- Liaise with business to ensure that headcount is in line with pyramid structure;

- Provide inputs into recruitment plan development including fresher to non-fresher mix, channels to be used etc.;

- Interview candidates for senior level (GM /VP) or critical positions and assess candidate fitment into role and organization;

- Review the weekly reports and seek inputs in case of major abnormalities; Resolve recruitment related escalated issues.

- Provide inputs to the Corporate Compensation team to draft compensation and benefits strategy & budget;

- Recommend changes to the strategy keeping in mind business and market conditions;

- Drive the development & execution of the variable pay plan in the BU; Drive execution of corporate norms; Supervise team in meeting all compliance requirements; Monitor corrective actions on compliance as required.

- Institutionalize PMS framework within business lines and monitor completion;

- Trouble shoot on normalization; Monitor to ensure that promotions are in line with defined policies; Liaise with segment heads to drive closure; Get involved in normalization if it not in line with corporate guidelines.

- Drive implementation of training programs in the BU; Guide the team to liaise with the Corporate T&D team to determine training needs and seek required approvals;

In case of external training guide the team to identify training vendors; Select vendor basis content and cost in collaboration with the T&D team; Seek approval on training vendors from senior management;

- Drive coordination with relevant teams for training execution; Monitor training effectiveness and make course corrections if any.

- Drive the development of career path for HIPOs; Provide direction to the team to identify high potential employees for local and global roles; Guide the team to develop action plans for the identified employees and liaise with business in implementation.

- Define employee engagement targets for business lines; Plan and drive implementation of employee engagement initiatives based on overall objective; Track effectiveness of initiatives undertaken.

- Track and monitor performance/ productivity measures of employees; Plan and drive implementation of initiatives based on scores; Track effectiveness of initiatives undertaken.

- Participate in the recruitment and selection process; conduct goal setting and performance review for the team; drive team development, engagement and reward initiatives; coach and mentor team members as required and ensure resolution of any people issues.