Lead - Talent Management - Chemicals

Lead-Talent Management

Key Accountabilities & Outcomes:

Key Accountability:

Main areas of accountability / key goals of the Job.:

- Should contain five to Seven Key Accountabilities.

- Can be derived through Balanced Score Card Perspectives (Financial, Customer, Internal Process & Learning and Growth)

Major Activities/ Tasks:

- The tasks under Key Responsibility that the Job holder is supposed to perform to achieve the business goals

- Drive Employee Engagement Initiatives in Collaboration with Business HR Partners

- Conduct employee engagement surveys per plan at organizational level.

- Responsible to drive the employee engagement communication to all employees through different mediums such as focused group discussions, emailers etc.

- Responsible to present the diagnostic study at Org level to senior leaders with deep dive at root cause level.

- Define and execute employee engagement initiatives both at corp and sector level and track its implementation and effectiveness of rolled initiatives.

- Track engagement levels through sector HR and identify areas that required interventions.

- Define different employee connects programs and ensuring its successful implementation.

- Institutionalizing employee well-being framework in alignment with our employee value proposition.

- Conceptualize, Design, and Drive Organization Effectiveness Initiatives

- Responsible to roll out dipstick survey for different organizational processes to continuously review its effectiveness.

- Identify areas of improvement based on pulse check surveys and prepare action plans in consultation with respective responsible teams.

- Conduct diagnostic to baseline areas in identified areas for improvement and design initiatives

- Provide Support in execution/ implementation of org effectiveness initiatives.

- Create the Diversity & inclusion agenda for co. and implement initiatives to deliver on agenda

- Design and Program Manage Business Leadership/ Managerial Development and Coaching Programs

- Identify need for leadership & talent development (talent gap assessment) aligned with business, culture and people strategy of each business sectors

- Act as coach to top leaders in the organization to drive high performance culture in the organization

- Design and launch Business leadership development programs aligned with Business Strategy.

- Drive MDPs aligned with Individual/ behavioural developmental needs.

- Identify high potential individuals, determine work abilities, and professional support needed to engage and retain new talent.

- Identify external coaches and program manage execution of coaching assignments with coaching effectiveness measures.

- Identify and crystalize the action learning projects for identified leaders as per need in business and drive its successful execution as per the measure of performance.

- Ensuring the people readiness objective of the LDP initiative is met and incumbent are in "ready now" phase.

- Drive People Capability development through Talent Management Process

- Conduct regular training needs assessment within the organization for launching new training and staff development initiatives

- Create a learning framework as per sector/business needs, employee cadres, Talent Talk outcomes and diagnostics studies.

- Responsible to drive the Potential assessment framework across the organization and cadres and drive Top Talent Development through individual development plans execution.

- Responsible to create Succession Planning framework by evaluating the key roles, key person and retention matrix and have talent pipeline ready for all such identified roles for SMC and above.

- Review evaluations of training courses, objectives and accomplishments

- Oversee evaluation of different learning partners such as training agencies, E-learning content partners, LMS partners, Facilitators etc.

- Drive relationship building with premier institutes in different domains.

- Assess effectiveness of employee training and development programs

- Campus Trainee Management

- Design the campus hiring (Engineering Trainee, Management Trainee, etc.) programs including target campuses, hiring plan for the year, training journey, assessment, and potential hire into organization

- Work with sector and functional heads for integration of the trainee program into sectoral plans

- Program & manage the end-to-end campus hiring to role assessment initiative within co. along with sector HRBPs

Work Relations (Internal and External):

Internal Relations:

- Main interface of the Job Holder (Working relationships with Key stakeholders/ internal customers

- Other Job Holders that the Job holder have may to liaise, report or coordinate with

External Relations:

- Main interface of the Job Holder (Working relationships with Key stakeholders/ external customers

- CMD

- President - HR

- Sector Heads, Functional Heads:

- Sector HR

- HR COEs

- Internal / External Training Partners

- External experts / consultants/ agencies to which work gets outsourced for employee engagement, people analytics, EVP.

Key Dimensions:

Financial Dimensions:

- List the significant numerical data which will reflect the scope and scale of activities concerning this job such as budget, cost, revenue etc.

People Dimensions:

- Mention the team size (direct reporters only) the Job Holder would have to manage for the scope of activities concerning to this role

- NA

1-2 direct reporters

ACHIEVEMENT PROFILE:

What are the capabilities required by the Job Holder at this position:

- Specify Knowledge ( technical expertise), experience, skills, behavioural competencies, personality required

- It depicts candidate profile for making hiring decision and helps incumbent profile for competency mapping

Education Qualifications / Background:

- State minimum qualification required by the Job Holder to work effectively on this position

- MBA (preferable in HR)

- Relevant and Total Years of Experience

- Mention years of experience required for the job.

- Elaborate more of the relevance / type of the job experience required by the role

- 21 - 23 yrs years of experience with a mix of HRBP and OE / Talent management/ L&D role in any reputed large size organization

- Technical/ Functional Expertise

- Stare minimum proficiency required on specific technical or functional skills required for the Job Role

- Leadership Development

- Competency Development and Assessment

- Program Management

- Succession Planning

- Stakeholder management

- Behavioural Competencies (List only 3- 5 specific behavioural competencies)

- State behavioural competencies required to function effectively at this position

- Negotiation and Influence

- Decision Making

- Innovation and Out-of-box Thinking

- Communication

- Personality (List only 3- 5 specific personality characteristics)

- Write personal characteristics/ personality type that is suitable to work at this job level.

- Respect Integrity

- Non discrimination

- Excellence in whatever we do

- Eye for detail