Have an opportunity for the position of DGM / GM / AVP - HR (1. Talent Management & Leadership Development, Learning, Organisation Effectiveness, Staffing) for a leading corporate house in india

Role -

Talent Management & Leadership Development

- Analyze and understand the talent needs of the Business.

- Design and Deploy a strategy to build Leadership pipeline to support the Business strategy

- Create and implement Leadership development programs for critical talent segments in Job Bands 5 & below.

- Ensure that all Talent management processes such as 'Potential Assessment, Development Assessment Centre, Talent Reviews, writing the IDPs' are implemented effectively and efficiently with rigor and quality and within the calendarised timelines

- Ensure development, movement and career management of all talent pool members in the Business

- Build tracking and monitoring systems to track the effectiveness of Group Talent Management programs through use of appropriate data and dashboards

- Design and facilitate cross Unit/Region movement of talent to support Business requirement and encourage sharing of talent

- Ensure consistency in Talent Management process and approach across all regions in the Business

- Provide inputs to Group Talent Management team on programs, depth of pipeline, critical skills, succession issues etc

- Actively involve all stakeholders in seeking input, and/or communicating critical processes and updates of leadership pipeline, employee performance, new programs that need to be designed, models and tools being used, career framework, coaching and mentoring progress etc

- Align talent management strategy of the Business with the other HR processes to attract, retain and enhance/accelerate appropriate talent requirements for the Business

Learning

- Develop learning strategy for the Business that supports the current skill requirement and builds for future needs and deploy the same

- Design and manage different competency development programs for all employees in the Business to support the short term and long term goals and foster a culture of continuous improvement

- Source, evaluate, select, and manage subject matter experts, both internal and external, consulting/training partners, to provide expertise support

- Ensure fulfillment of learning needs to support employee performance and career development and measure the effectiveness of the same

- Encourage managers and employees to use multiple development options and provide end to end learning/performance improvement solutions

- Build tracking and monitoring systems to track the effectiveness of programs and learning partners, to ensure rigor and quality of implementation, adherence to standards through use of appropriate data and dashboards

- Carry out research on a wide range of issues as necessary

- Provide input to the Group Learning team on business/ sector requirement, developments, needs and participate in central program design

- Actively involve all stakeholders in seeking inputs on learning needs, learning effectiveness, methods used and capability improvement

- Align the Learning strategy of the Business with the other HR processes for efficiency and effectiveness.

- Provide coaching and mentoring support to managers and leadership teams.

Organisation Effectiveness

- Conceptualize and design OE interventions to support delivery of Business strategy

- Develop unique OE interventions that drive Change Management, Collaboration, etc that support and enhance the climate and culture in the Business to be an employer of choice in the sector/ region/country

- Conduct diagnosis, identify and implement action research programs within the Business for team and organizational improvement

- Actively involve all stakeholders in seeking inputs for employee engagement programs, providing feedback on program performance and initiatives, share trends, benchmarks and insights from appropriate best practices for use of Business

- Provide input to Group OE team on Group program performance, developments in the Business, specific Business needs and program design

Staffing

- Design, develop and Implement staffing processes including Manpower Planning, Assessment Techniques, Employer Brand, Onboarding and Exit Management for the Business

- Identify potential sources of new hires and build an External Talent Pipeline for Projects and critical roles in Job Bands 2 & below, in the Business, by doing proactive mapping.

- Work closely with the Group HQ Talent Staffing to implement the Group's employer brand initiatives and provide feedback on the impact being created

- Analyze and interpret candidate data from all relevant sources and provide hiring advice to make informed decisions especially with senior manager recruitments

- Build appropriate capabilities with HR managers and line managers in the Business to improve the quality of hiring and onboarding of employees

- Ensure consistency of costs and staffing practices by exploring opportunities for partner arrangements at a country/region level and/or management level

- Incorporate EVP into the Talent Staffing schemes and all policies and plans to acquire, engage and retain talent in the Business

Campus Recruiting

- Develop and implement an attraction, selection and retention strategy for entry level talent for the Business.

- Track and ensure the development and movement of talent hired from campuses.

- Research college programs to determine the right list of campuses for Business needs.

- Build Employer Brand in Campuses that are critical for the Business

- Analyze local market and collaborate with Group HQ and other Business Recruiting teams to determine effective strategies and share best practices.

EVP

- Develop and deploy plans to support and enhance EVP in the Business

- Find creative and relevant ways to communicate EVP in the Business

- Incorporate EVP in all policies and plans with regards to acquisitions, engagement and retention of talent

- Review the changing employee experience periodically and provide inputs to the Group HQ for appropriate changes in the EVP and its communication

Partnering with the CPO and the Business leaders to understand the context and drivers of an issue and provide support/solution will be a key part of the role. In addition to the above the purpose of this role is to ensure that the Talent Management & Leadership Development, Learning, Organisation Effectiveness, Staffing and Campus Recruiting practices and policies for the Business are integrated and are designed to help the Business be competitive and are aligned with the Global/Regional policies of the Group. The job holder is also responsible to build and manage the function's budgets, resources, capabilities within the team, and expectations of the business, efficiency and effectiveness metrics. The incumbent will be expected to participate in Talent Management & Leadership Development, Learning, Organisation Effectiveness, Staffing and Campus Recruiting projects by virtue of being a part of a community of practitioners in the Group

Please forward your resume, mentioning your current ctc in the mail body.

Dhanesh

This job opening was posted long time back. It may not be active. Nor was it removed by the recruiter. Please use your discretion.