Job Purpose  The incumbent shall head the Human Resource Management and organizational development and shall be responsible for designing and implementing HR processes and policies.  The accountabilities of this role will be the following areas :  - Talent Acquisition  - Performance Management  - Manpower planning  - Leadership Development and Succession Planning  - Organizational Development  - Change management  - Employee Engagement  - HR Data Analytics  Primary Roles & Accountabilities  Manpower Planning and Talent Acquisition:  - Heading the manpower planning exercise in coordination with business heads.  - Coordinating with the concerned respective HODs to arrive at the final manpower required as per the Annual operating plan.  - Develop and design an effective talent acquisition strategy.  - Ensure that all the vacancies are filled up as per the TAT.  Performance Management  - Ensure implementation of the performance management system framework across the organization.  - Work closely with Business Heads and help them draft the KRAs and objective setting forms in line with the organizational goals.  - Act as a Trainer in educating all functional head /second line in making them aware about how their and staff members KRAs will get measured.   - Timely completion of the Goal setting process.  - Ensure timely launch and running of annual performance appraisal.   - Ensure performance management systems are configured in line with KRAs set at the beginning of the year.   - Provide managers with regular training on how to give feedback as well as on how to coach and develop their employees  - Present the data in front of senior management in line with budgets and discussions.  - Ensure timely completion of the Annual performance appraisals  Organization Development:  - Plan and design suitable OD interventions for organization in line with the evolving business strategy and skill requirements.  - Revisit the organizational competency framework periodically to keep it in line with strategic needs.  - Realign the organization's OD strategy in line with external OD trends.    - Develop policies related to Compensation, Transfer, Recruitments, Promotion, Interns, Short Term Consultants, Grievance Redressal and Exit.  - Update existing HR policies and processes in alignment with organizational vision and values.  - Conduct internal and external benchmarking studies and surveys to gauge the health of people practices at VBL.  Leadership development and succession planning :  - Drive the process of leadership development and leadership capability enhancement at VBL.  - Conduct talent assessments for identified talent groups using suitable tools and methodologies such as assessment centers and development centers.  - Design and implement custom strategies for high-potential identification, training, and deployment.  - Develop leadership lifecycle programs across levels which support the leadership development process and drive creation leadership talent for identified critical role.  - Responsible for campus recruitment programs of Management Trainees as per the requirement and future organizational plans.  Change Management :  - Prepare new change proposals and/or updates for presentation to management.   - Influence stakeholders to prioritize change to ensure the overall HR Change Portfolio focuses on the activities that make the difference.   - Provide guidance and specialist knowledge on change initiatives to HR and business stakeholders.   - Lead delivery of approved changes from scoping to post project review. Delivering timely and successfully, using the agreed tools, templates and methodology.   - Coach and develop others through change lifecycle/projects.  - Work collaboratively with all other areas of HR and the business to deliver change.  Employee Engagement :  - Design and execute employee engagement initiatives across the organization.  - Train and coach various stakeholders and location HR on conducting regular feedback and review with frontline employees.   - Regularly visiting various sales offices in the regions and interact with the employees.   - Rolling out major employee engagement activities across various locations.  - Keeping a track on the organization wide attrition rates and working out on the plans to improve employee retention.  Exprience and skills required :  - Extensive experience of partnering a global business client group in Corporate environment in the following areas ;   Talent Acquistion  Manpower Planning  Performance management  Talent management   Employee Engagement  Organization Development  Change Management  10-15 years of relevant work experience in Business Partner/Corporate HR role. Preferably an MBA from a premier B-School.

Delhi NCR

Others

Senior Role - Corporate HR - FMCG - IIM/XLRI/TISS/SCMHRD  

Senior Role - Corporate HR - FMCG - IIM/XLRI/TISS/SCMHRD   ,Job Description for Senior Role - Corporate HR - FMCG - IIM/XLRI/TISS/SCMHRD   in RJ Corp in  Delhi NCR Others for (10-15) years of experience. Apply Now!

Job Description for Senior Role - Corporate HR - FMCG - IIM/XLRI/TISS/SCMHRD   in RJ Corp in  Delhi NCR Others for (10-15) years of experience. Apply Now!