Senior Manager/Assistant General Manager - Organisational Development - Fertilizers Firm - IIM/TISS/XLRI/SCMHRD

Job description :

This role is a service creation role which ideates and designs interventions in the areas of engagement, talent, productivity, culture etc, that is implemented by the HRBP managers at the zonal level. This role has a direct impact as all interventions are born out of business needs that are relevant and grounded, meant to cause a positive delta.

Key Accountabilities :

Organizational Development - Design and develop business-specific change management interventions with targeted business impact based on strong diagnosis

Talent Management & Succession Planning :

1. Customised cohort-based talent management intervention

2. Mapping of managerial staff in terms of performance and potential in a 9-box grid and taking suitable actions thereof.

3. Management of High Potential Employees (HIPOs) including their IDPs and specific development calendar

4. Succession readiness for all critical roles

Employee Engagement : To do periodic employee engagement dipstick surveys across retail BU and have constant engagement conversations to construct an action plan on the same

Competency Management : Responsible for competency mapping and assessment and arriving at current and required proficiency levels across retail

Productivity enhacement Initiatives : To design, deploy and track productivity enhancement initiatives to improve filed staff productivity

HR Analytics : HR Analytics on Impact Metrics of all HR and all OD Interventions

Knowledge, Skills and Experience :

Educational qualifications : MBA/ Post Graduation in HR from a premiere Institute with very strong conceptual knowlede and depth

Relevant experience : 6 to 10 yrs of experience with a mix of HRBP and COE functions, either in Talent management or OD from good organisations with strong people management practices

Threshold skills and capabilities required to execute the role :

1. Very strong conceptual knowledge and depth in all HR subsystems

2. Strong diagnostic skills

3. Ability to understand business and its dynamics and ability to design relevant HR and OD interventions

4. Strong Data and analytic skills

5. Highly result-oriented with a bias for action