Landmark Group - Senior Manager - Human Resource

The job holder will be responsible to provide comprehensive HR services which would include but not restricted to internal advisory role on matters such as company policies, people development, pay/remuneration, performance matters to concept function teams.

- HR Strategy & Plan :

- Develop and implement the Human Resources Strategy in line with Concept Strategy and business direction.

- Drive human resources strategies to support business heads by means of effective communication and credible delivery of the programs

- Provide support and guidance to the talent sourcing, compensation & benefits, and talent development teams

- Org Design/Structure and Cost :

- Partner with business to understand the short- and long-term strategy to design an agile organization structure with right spans of control, layers, reporting hierarchy, roles and fitment

- Plan, formulate & ensure adequate controls on HR costs

- Performance Management :

- Drive the annual performance management process across the concept & it's operating territories

- Create a culture of timely goal setting at leadership level, proper cascade of goals and conclude timely review/feedback conversations

- Ensure moderation discussions and normalization during annual appraisal review process

- Prepare reports, leadership decks for annual appraisal review process

- On time closure of all promotion, pay correction and management inventive disbursement as per guidelines and timelines defined

- Talent Review and Succession Planning :

- Conduct talent reviews along with function heads to identify key talent, HIPO, critical roles and critical people

- Prepare Individual Development Plans (IDP) and have a clear plan for right investment in talent to take up next level roles, identify potential successor to key/critical roles

- Employee Engagement:

- Work closely with business functions to understand the employee engagement gaps and design interventions to improve engagement levels

- Conduct focus group sessions, partner with leaders/teams on creating a clear action plan to drive engagement

- Drive floor engagement and recognition at workplace, partner with the function to conduct quarterly townhalls, business update meetings

- Partner with learning and development team to facilitate key learning initiatives

- Drive efficient employee grievance redressal process, conduct fair investigation procedures in line with group code of conduct and consequence management policies

- Drive smooth people transition process (transfer and exit management)

- People Management :

- Develop talent within the team by providing consistent direction and support to achieve stretch targets and take leadership positions

- Enhance team productivity through skills development through coaching and training