Manager/Assistant Manager - HR Business Partner - Manufacturing

Business HR Job Description :

To This role is responsible for managing, controlling & improving the day to day People related processes in respective function including manpower budgeting, talent acquisition, training, driving & facilitating capability building, performance discussions, talent management, exit management. The position is responsible for planning of execution of HR plan. The position is responsible for accurate and timely manpower metrics reporting.

- Manpower Planning, Budgeting & Talent Acquisition.

- Manpower Planning to identify appropriate skill set/Key Talent for achieving target

- Conducting Org design exercise periodically for To-Be Structures & their Sign-Offs basis the business requirement

- Budgeting of head count numbers & cost as per the functional requirements including white collar contractual

- Leading Recruitment process and compensation fixation as per the approved budget

- Monitoring the Recruitment Tracker and month on month Actuals v/s the AOP

- Monitoring/Analyzing/Communicating the Recruitment Metrics for identifying the strengths/OFI's to the stakeholders

- Exit & Hiring Management as per the structure

- Creation & Management of JD

- Mentoring, Induction & Socialization

- Introducing new employees to the function and facilitate the understanding of the organizational values and camaraderie

- Mentoring new appointees and apprising them about business scenario, complexities and expectations

- Ensuring & leveraging the Induction Feedback & post joining feedback analysis

- Communicating the Strengths & Areas of improvement/action plans to the stakeholders

Performance Management & Organization Development:

- Administering performance management process / system vis-a -vis goal setting, periodic feedback, normalization and its timely completion

- Collaborating with HOD's for evaluating factors affecting employee performance and their training /developmental needs/competency gaps

- Sharing the Training needs analysis with the COE and co-creating the way forward

- Ensuring employee participation and capability development of the function

- Managing the L&D Budget for the respective function

- Maintaining the detailed org structures and its periodic update

Employee Engagement & Retention:

- Mapping key talent and capturing aspirations/development path/succession planning

- Designing, conducting and planning effective employee communication initiatives through Employee Communication Forums, Town halls meetings, skip-level meetings and Tea with MD/CEO

- Leveraging the diagnostics/GPTW framework to engage & enhance the employee experience for eg. R&R; process improvement; communication; manager scorecards

- Ensuring the Functional buy in while designing & implementing the programs

- Capturing & reporting the relevant metrics to the function & team to highlight the success rate

- Grievance Redressal & Escalation

- Employee Counseling & Conflict Resolution

- Exit Interview; Analysis; Socialization & Resolution

White Collar Contractual Manpower Management:

- End-to-End management of the employee lifecycle

- Vendor Negotiation & Transition Management

HRIS:

- Collaborating with COE to map; configure the employee lifecycle in the system

- Periodic Status Update and observation sharing for course correction

- System testing and feedback

- Payroll Inputs/Employment/Demographic Changes

Continuous Improvement:

- Sharing the expectations & feedback with the COE's for ensuring successful attainment of objectives

- Co-Creating solutions to address the same

- Introduction of best practices and transformed way of working