Assistant General Manager - H.R.

Role & responsibilities

To lead the Company's Human Resources Development and Organisation Development (OD) agenda, covering Talent Acquisition, Learning & Development, Performance Management, Competency Development, Employee Engagement, Talent Management, Career & Succession Planning, HR Analytics and organisation-wide OD interventions.

Key Responsibilities

• Lead Talent Acquisition & Workforce Planning for executive and above positions, including sourcing, assessment, interviews, selection and onboarding.
• Drive Performance Management System (PMS), KRA/KPI setting, performance reviews, calibration, feedback and Performance Improvement Plans.
• Develop and implement Competency Frameworks, Competency Mapping, Skill Gap Analysis and Individual Development Plans (IDPs).
• Lead Learning & Development, including TNA/TNI, annual training calendar, technical/behavioural/leadership programmes and training effectiveness.
• Design and implement Leadership Development, Management Development and High-Potential (Hi-Po) programmes.
• Drive Talent Management, Talent Reviews, Succession Planning and Career Development initiatives.
• Lead Organisat organisational diagnostics, culture building, change mion Development (OD) interventions, including anagement, team effectiveness, leadership interventions, employee capability enhancement and organization-wide development initiatives.
• Drive Employee Engagement and Employee Experience initiatives, including engagement surveys, action plans, recognition & rewards and employee-connect programmes.
• Develop and implement Competency-based Career & Development frameworks and support internal mobility.
• Drive HR analytics and people dashboards, covering recruitment, attrition, training, performance, engagement, talent and other HRD metrics.
• Develop and strengthen HRD policies, processes, SOPs, systems and best practices aligned with business objectives.
• Lead HRD-related audits, including customer, ESG/social, internal and external audits; ensure documentation, evidence and timely closure of observations.
• Promote HR digitalisation, HRIS/HRMS, automation and data-driven HR practices.
• Develop and implement employee development and capability-building interventions aligned with current and future business requirements.
• Facilitate change management and transformation initiatives arising from business growth, restructuring, technology adoption or organisational changes.
• Drive culture and values-building initiatives, including communication and behavioural interventions.
• Support manpower productivity and organisational effectiveness through appropriate HRD interventions, without involvement in routine Personnel/IR/Administration functions.
• Coordinate with functional heads to identify current and future talent/capability requirements and develop appropriate HR interventions.
• Prepare and present periodic HRD MIS, dashboards, analytics and management reviews to Senior Management.

Candidate Profile

• 1218 years of hardcore HRD experience, preferably in a large manufacturing / engineering / steel / automotive / industrial organization.

• MBA/PGDM – HR / Personnel Management or equivalent.

• Strong hands-on experience in Talent Acquisition, PMS, L&D, Competency Management, Talent Management, OD and Employee Engagement.

• Proven experience in designing and implementing OD interventions and organisation-wide HRD initiatives.

• Exposure to Leadership Development, Succession Planning, Career Management and HR Analytics.

• Well versed with HRD/ESG/customer/internal audits and audit documentation.

• Excellent proficiency in MS Excel, PowerPoint, HRIS/HRMS, dashboards and HR analytics tools.

• Strong communication, presentation, facilitation, interpersonal and stakeholder-management skills.

• Should be innovative, analytical, result-oriented and capable of independently driving HRD initiatives

IMPORTANT PROFILE FILTER

This is a PURE HARDCORE HRD & OD POSITION.

Candidates primarily from IR, Labor Relations, Personnel Administration, Payroll, Statutory Compliance or General Administration backgrounds should NOT be considered.

The ideal candidate should have strong expertise in:

Talent Acquisition + PMS/KRA + L&D + Competency Development + Talent Management + OD Interventions + Succession Planning + Career Development + Employee Engagement + HR Analytics + HRD Audits + HR Technology