Konica Minolta - Assistant Manager - Human Resource

JD:

Talent Management & Leadership Development

- Partner with line and corporate leadership to identify and develop talent management strategies, identify gaps and plan processes for leaders at various levels to ensure business aligned, effective talent solutions

- Design & execute talent management programs at all levels and put in place a communication framework to ensure a sustainable, transparent talent architecture

- Design and deploy a strategy to build Leadership pipeline to support the Business strategy

- Create and implement Leadership development programs for critical talent segments in Senior Manager & below.

- Ensure that all Talent management processes such as 'Potential Assessment, Development Assessment Centre, Talent Reviews, writing the Individual Development Plans (IDPs) are implemented effectively and efficiently with rigor and quality and within the calendarised timelines

- Ensure development, movement and career management of all talent pool members in the Business

- Build tracking and monitoring systems to track the effectiveness of Talent Management programs through use of appropriate data and dashboards

- Design and facilitate across HO/Region/Divisions movement of talent to support Business requirement and encourage sharing of talent

- Ensure consistency in Talent Management process and approach across all regions in the Business

- Provide inputs on programs, depth of pipeline, critical skills, succession issues etc

- Actively involve all stakeholders in seeking input, and/or communicating critical processes and updates of leadership pipeline, employee performance, new programs that need to be designed, models and tools being used, career framework, coaching and mentoring progress etc

- Align talent management strategy of the Business with the other HR processes to attract, retain and enhance/accelerate appropriate talent requirements for the Business

Learning:

- Develop learning strategy for the Business that supports the current skill requirement and builds for future needs and deploy the same

- Design and manage different competency development programs for all employees in the Business to support the short term and long term goals and foster a culture of continuous improvement

- Source, evaluate, select, and manage subject matter experts, both internal and external, consulting/training partners, to provide expertise support

- Ensure fulfillment of learning needs to support employee performance and career development and measure the effectiveness of the same

- Encourage managers and employees to use multiple development options and provide end to end learning/performance improvement solutions

- Build tracking and monitoring systems to track the effectiveness of programs and learning partners, to ensure rigor and quality of implementation, adherence to standards through use of appropriate data and dashboards

- Carry out research on a wide range of issues as necessary

- Provide input on business/ sector requirement, developments, needs and participate in central program design

- Actively involve all stakeholders in seeking inputs on learning needs, learning effectiveness, methods used and capability improvement

- Align the Learning strategy of the Business with the other HR processes for efficiency and effectiveness.

- Provide coaching and mentoring support to managers and leadership teams.

Organization Effectiveness:

- Conceptualize and design OE interventions to support delivery of Business strategy

- Develop unique OE interventions that drive Change Management, Collaboration, etc that support and enhance the climate and culture in the Business to be an employer of choice in the sector/ region/country

- Conduct diagnosis, identify and implement action research programs within the Business for team and organizational improvement

- Actively involve all stakeholders in seeking inputs for employee engagement programs, providing feedback on program performance and initiatives, share trends, benchmarks and insights from appropriate best practices for use of Business

- Provide input on program performance, developments in the Business, specific Business needs and program design

Staffing:

- Design, develop and Implement staffing processes including Manpower Planning, Assessment Techniques, Employer Brand, Onboarding and Exit Management for the Business

- Work closely with the Talent Acquisition team to implement the employer brand initiatives and provide feedback on the impact being created

- Analyze and interpret candidate data from all relevant sources and provide hiring advice to make informed decisions especially with manager recruitments

- Build appropriate capabilities with HR managers and line managers in the Business to improve the quality of hiring and onboarding of employees

Campus Recruiting:

- Develop and implement an attraction, selection and retention strategy for entry level talent for the Business.

- Track and ensure the development and movement of talent hired from campuses.

- Build Employer Brand in Campuses that are critical for the Business

HR Planning:

- Develop and implement a change management model, tools and resources for managers and HR team members to use in building the organization's capability to lead change initiatives in support of the company's growth and business

- Design competency frameworks and mapping to arrive at a detailed need analysis for group and individual development plans

- Establish various internal and external partnerships to support the strategic OD imperatives, and manage the company's annual OD budget

- Build and sustain a culture of Reward and Recognition in the Organization, with adequate controls in place

- Should be able to improve onboarding and employee experience by improving processes and using metrics driven approach to improve overall employee alignment to organizational objective.