Lead HR

Job Title : Head - HR

Job Purpose :

Manage and administer HR plans and / or programs to ensure to most effective utilization of Human Resources to support Mfg. Plants / Org. goals and objectives. This position shall be primarily responsible for ensuring execution of service deliveries by Plant HR Team and building HR capability across region in line with organization growth plan.

Talent Acquisition:

Formulate the Talent Acquisition strategy taking inputs from Business & HR Strategy & Annual manpower plan and budget

Review, suggest improvements to the Talent Acquisition strategy including recruitment sources, mix, budgets, assessment tools, on-boarding/orientation

Evaluate the talent landscape of the industry and identify future sourcing needs and recruitment guidelines for the organization

Define recruitment metrics and optimization practices in line with industry benchmarks and best practices

Develop the sourcing channel infrastructure by liaising with external consultants, remaining aware of sourcing trends in the industry, developing engagement initiatives with hiring sources, and driving recruitment cost optimization

Review the assessment criteria with hiring managers and recruiters, and conduct market mapping of the critical talent pool to enable efficient hiring and attract the right candidates from industry/competition

Standardize the recruitment process workflow by identifying measures for effective recruitment, analyzing recruitment metrics and SLAs/TAT, and obtaining feedback from candidates and new hires on the process efficiency.

Ensure implementation of BEI technique to ensure quality of hires in region

Finalize and institutionalize Employee Value Proposition for different segments.

Guide the top talent pipeline and attract high-level talent through relationship-based hiring and through employer branding

Step in for complex negotiations and query resolution (CTC, policies, processes, relocation, notice period

reimbursement etc.) with candidate, placement teams

Training, Capability Building:

Develop and communicate the philosophy, framework, and processes for Learning and Development in the region at start of the fiscal year.

Design the approach to identify learning needs (considering multiple stakeholders, sources of inputs i.e IDPs, PMS, Competency Framework)

Drive training mandates by liaising with content experts (internal/External), developing own skill at training delivery, and constructing innovative L&D interventions in line with business / plant needs

Finalize Annual Learning Calendar across region

Finalize Budgets for learning interventions at regional Level and get approvals

Communicate the learning plan, training calendar, designs and manages learning interventions to address the learning needs

Choose right mix of learning interventions for various levels of management across region

Evaluate and empanel external trainers/vendors and monitor performance

Review and continuously update training content based on relevant trends and new insights from SMEs

Ensure proper Learning Design and help in content development for tailor made programs

Conduct Train the Trainer programs to build Internal Trainer Pool

Conduct organizational competency, value, behavioral based trainings.

Engage with e-Learning program development partners for variety of technical and behavioral programs

HR Systems / Technology, Metrics and MIS:

Support in creating the HR technology roadmap for delivering and managing HR services to the organization and employees through various HR tools / modules

Provide relevant reports, analysis and trends to managements in order to enable critical business / people decisions

Manage specific HR automations interventions and provide ongoing support in implementation of HR technology tools and platforms (i.e. SAP, Darwin Box, WorkDay)

Ensure optimum usage of SAP and its functionalities in liaison with the SAP HR team at the Corporate, and review the SAP updating at the Plant level on a regular basis

Highlight areas of improvement in HR processes and partner with Corporate team to established enhanced HR processes as required.

Develop and implement, and monitor various HR MIS and reports at the Plant, cluster level and the region level

Provide weekly/ monthly/ annual reports, MIS and analysis to Regional HR Head, Corporate HR on HR activities for the region, key initiatives/ challenges, etc.

Performance Management:

Partner in design/redesign aspects of the performance management philosophy and framework, including elements

such as performance planning, cascade principles, performance cycle management, evaluation, normalization,

performance improvement plans, and linkage to outcomes such as rewards, careers, and learning, as required

Identifies gaps in existing performance process and drives relevant changes keeping in mind best practices and latest

trends

Cascades and communicates the performance philosophy, framework, and processes, and sets up for implementation at Plant/cluster/ region

Drive goal setting process and cascading of organizational priorities as per PMS guidelines.

Ensure appropriate performance review mechanism and drive capability building of managers and employees in having performance and feedback conversations to build the skill around the system

Ensure expectations and feedback from multiple stakeholders during the performance review process are taken during rating normalization and rewards linkage decisions

Establish uniformity of standards in performance evaluation across region and monitor Bell Curve implementation at all plants.

Ensure promotions, salary increments, and variable pay process is carried out in utmost fairness as per organization compensation philosophy and guidelines.

Talent Management:

Finalize and communicate Hi-Potential nomination methodology to Function Heads

Drive critical roles identification across region and plants and facilitate mapping of Hi-Pots against them in discussion with

key business stake holders/ talent council.

Conduct SHL report debriefing sessions with Hi- Pots and facilitate Individual development planning process.

Identify critical roles and map Hi-Pots against them

Identify Experience, Exposure and Education for Hi-Pots (E.g. Cross functional projects, critical assignments, temporary task-based roles, access to management meetings, mentoring by skip level, MDP, LDP)

Engage potential successors to ensure retention and progression by aligning their development to business needs and ensuring smooth role transition where applicable

Implement competency framework and drive assessments, competency Gap identification to arrive at key focus areas for capability development.

Drive the assessment process by liaising with relevant stakeholders, providing inputs on assessment methods, tools, competency matrix, rating criteria, and calibration of assessment results

Plan and schedule competency-based workshops for Hi-Pots focusing behavioral development needs

Design the career management philosophy and framework, and career architecture in line with organizational needs, employee preferences, and competency progression criteria

Drive accelerated career program for young GETs in order to ensure talent pipeline for critical roles

Complete Talent Review by Talent Council and derive development interventions

Organization Design:

Carry out diagnosis of effectiveness of the organization structure and the related process and developing them.

Identify and highlight gaps in 'as-is' structure keeping in mind business strategy, new customers, expansion plan etc.

Dive planning , implementation , and communication of the structure and related processes on ground

Evaluate the adequacy of technology/automation in bridging gaps in the alignment of structure as opposed to

increase/decrease of workforce numbers

Finalize the rules for the span of control in different business units/Plants

Collate requirements from across the organization, analyze and present to senior stakeholders to take decisions

Employee Relations & Engagement:
Design proper communication and branding for high response rate

Lead design and implementation of action plan creation post survey analysis

Drive engagement related initiatives, by determining the intent and creating the content, and ensuring execution by working with various stakeholder groups such as business and HR

Provide guidance to team on designing engagement interventions in terms of both conceptualization and execution

Execute employee engagement surveys by identifying the levers to be measured, developing insights from the results and proposing interventions accordingly

Review the engagement score across various engagement/disengagement drivers, score calculation, and the

implications for the business and formulate action plans

Design the annual engagement calendar considering survey and FGD results, business plans etc.

Assess and finalize external partners

Measure and assess the impact of Employee Engagement activities

Build credibility with Business and employees by providing inputs on critical issues

Manage and resolve conflict at various stages by leveraging knowledge and relationships

Guide plant HRs to measure and enhance EE activities periodically at the plant level.

Proactively ensure increased awareness about changes in HR Policies, Processes, new initiatives etc.

Industrial Relations & Statutory Requirements:

Lead and ensure positive industrial climate across plants by partnering with Corporate ER and Plant HR teams.

Ensure 100% statutory compliances across BUs with latest amendments in labour laws and regulations**.**

Maintain healthy relations with statutory bodies & government authorities and ensure speedy resolution of issues.

Maintain cordial relations with union representatives and continue to build positive and motivating environment.

Guide Plant HR Managers for collective bargaining exercise. (Wage Settlements), Administer C&B and other benefits for bargainable category employees across BUs

Represent management for any legal / IR cases.

Ensure implementation of Employee Grievance Redressal mechanism at all Plants and monitor the same for its effectiveness

Support plant HR managers for smooth operations of CMS / CLMS tools across BUs

Support and guide plant PHRMs for initiating welfare activities, community development and CSR activities at Plant level

Ensure all welfare activities are conducted as per local Plant/BU level employee welfare calendar, in collaboration with Union and other employee committees

Ensure transportation, Canteen, Medical facilities are run as per policy and guidelines

Educational Qualifications

• Minimum Qualification required: Graduate with M.B.A. HR/ MPM

• Qualifications preferred: Engineering graduate with M.B.A. HR/ MPM / MSW / DLL &LW / LLB

• Work Experience

• 8-10 years of expereience

• Well versed with MS Office (Excel / PowerPoint / Word), MS Visio