My Eco Energy - Head - Human Resource - Innovative Transportation Fuel Business

Company : My Own Eco Energy Pvt. Ltd.

- My Eco Energy is an end to end transportation fuel business and for the first time in India Indizel an advanced quality fuel which meets the international fuel specification of a EURO 6 EN 590 fuel is being launched. All set to create a disruption in the transportation industry; it will always be priced lower than the prevailing market price of diesel. Our fuel stations will be unique and have an innovative format because they are modular. MEE is embarking this journey with an ambitious plan which is being implemented of setting up in excess of 4000 fuel stations.

- At MEE every state will function as an as an independent business entity. MEE Rajasthan will be focused towards an extensive expansion of opening 2,000 outlets and more. The emphasis will be on strategic planning which would help the organization achieve its goal.

At MEE- Rajasthan we are looking for a person which has extensive experience in HR domain, should be able to design policies, set up systems and processes,HR budgets, OD interventions, drive employee engagement activities. The ideal fit for the opportunity would be someone who has head the HR team and been responsible for leading a State / multiple zones, handled huge employee strength.

Preference would be given to candidates who can join us on immediate basis or a maximum of 15 days time frame.

Mentioned below is the job description :

- Manpower Planning and Recruitment

- To ensure manpower planning exercise is in line with the business goals of the company

- Responsible for developing a cost effective manpower planning chart ensuring optimization of resources for all functions.

- To conceptualize, create and ensure implementation of recruitment strategy, to launch new initiatives to help in easy and cost effective sourcing; to analyze competitors & their activities.

- To manage manpower cost vis-a-vis profitability of the company, ensure most competitive resources are attracted in the budgeted cost

Succession Planning Management :

- To design and develop succession planning for a seamless transition of the company's leadership from generation to generation.

- To proactively ensure development of second line leaders and empowerment, transparency in operations.

Employee Retention and Attrition Management :

- To design proactive retention strategies, ensure attrition for top talent is at the minimum.

- To review retention policies timely and ensure implementation at all locations.

- To guide and manage the overall attrition and ensure strategies for retention are implemented in all functions and locations.

- To develop best practices approach for minimizing employee turnover at all locations.

Change Management :

- To strategize, direct and ensure timely and correct implementation of new policies and procedures which are in line with the business goals

- Provide leadership, strategic direction and establish guidance for the administration of HR, benefits, and payroll.

- Define HR business system-dependent schedules procedures Payroll, HR, Benefits, including holiday schedules etc

- Develop open and transparent communication channels in the organization and ensure translation of policies and procedures to the last level

People Management :

- Responsible for proactive communication with senior management on the performance of personnel and development of a reward structure.

- Responsible for obtaining Senior Management Team approval and funding for proposed strategies and plans and welfare projects.

- To create an empowered and enjoyable workplace, and performance based culture, stay abreast with the latest in human resources globally and implementing the best people management practices

- Responsible for critical interfacing internally with all departments and functions.

Industrial Relations Management :

- To develop processes which ensure compliance at all legislative and local governing agencies

- To ensure all legal proceedings are completed for court cases related to employee grievances timely.

- Respond to and resolve difficult and sensitive employee inquiries and complaints.

- Plan, direct, coordinate, through subordinate level managers, the department's work plan; assign projects and responsibilities; review and evaluate work methods and procedures; meet with management staff to identify and resolve problems.

- Explain, justify and defend department programs, policies and activities; negotiate and resolve sensitive and controversial issues.

- Design and develop training and development function, ensure training strategy is being implemented by training manager effectively.

- Oversee and participate in the development and administration of the department annual budget; approve the forecast of funds needed for staffing, equipment, materials and supplies; approve expenditures and implement budgetary adjustments as appropriate and necessary.

- Ensure that all functions within Human Resources function is delivering service at excellent customer service levels

Compensation & Benefits :

- To design and develop employee friendly, fair and equitable compensation policies.

- Overview compensation and benefits function, including developing and implementing appropriate compensation and reward strategies, conducting external bench marking exercises, recommending relevant changes to the compensation policies and practices, and administration of compensation benefits.

- Constantly evaluate the effectiveness of overall compensation as also various incentive, R&R and retention plans and modify wherever necessary.