At the strategic level, responsible for leading & driving initiatives focused around the below:
1) Building & sustaining a strong culture in the organization
2) High Employee Engagement (which is directly linked to business success and thereby customer delight)
3) Organization development - Major Change initiatives proactively planned as per business need
At the operations level, to plan & ensure implementation of:
1) All HR operations
2) Standardized manner of executing Key/Critical processes that - delight-
Key Deliverables:
1) Financial Perspective
1.1) Ensure Strategic perspective & Cutting edge despite Cost optimisation initiatives
1.2) HR Opex:
1.2.1) Review & Ensure strict adherence to Personnel & Admin Budgets
1.2.2)Encourage robust action-planning and best-practice sharing along with implementations in order to keep Opex in control
1.2.3) Closely monitoring & Reviewing implementation of manpower strategy including recruitment, retaining, Succession / bench-planning, keeping in mind productivity, hence ensuring that corrections / interventions are made timely & effectively reviewing & ensuring that the HR & Business related HR KPIs are adhered to as committed in the approved Annual Operating Plans (AOP)
2) Customer Perspective:
2.1) Ensuring Credibility & Internal Customer Satisfaction through timely delivery of HR SLAs
2.2) Ensuring high Employee Engagement and Lead the development of Gallup Action / Impact plans along with continuous Reviewing & Monitoring to guarantee an effective plan rollout
Proactively ensure that Critical roles have Succession plans / Bench-plans ready at all times
3) Process Perspective :
3.1) Build & Implement scalable, standardized & sustainable systems & processes
3.2) Leading & Driving Innovation, Creativity & E- enablement in key HR systems and processes - with an aim to - delight- Internal customers
PMS Process: Review rollout & implementation of the Performance Management system as per schedule, process and intensity / vigour identified
4) People & Organization Development:
4.1) Creating a performance oriented culture by devising strategies / policies / integration into development processes
4.2) Organization Scalability: Anticipating & Leading Organizational Structural changes and managing impact on People, Systems & Processes, both at strategic & operational level
4.3) Training & Development: Ensure development needs are mapped and development plans / Career plans actioned. Review status of Training needs analysis and Calendar implementation as per process
Skills Required:
- 1) Strong collaboration skills; ability to lead conversations with senior leaders
- 2) Result-orientation
- 3) Strong Consulting & Facilitation skills
- 4) Should be adept at working in an ambiguous environment
Educational Qualification - MBA-HR from a premier institute
Work Experience - 8-12 yrs of strong HR experience
Didn’t find the job appropriate? Report this Job