Position Title: Function Head - Human Resource, Nagda Reporting to: Unit Head Location: Nagda, Madhya Pradesh Education: MBA HR Experience : 20+ years - Person should have experience in strong IR/ER management, multiple union handling, long term settlements, negotiations as well along with other HR aspects Business : Chemicals HO Unit : Grasim Chemical Div - Nagda Function : Human Resources Reports to: Position Title Unit Nagda Head - GRCD Reports Function to: General Management Reports to: Department UH Grasim Chemicals Job Purpose : To formulate, guide and oversee implementation of Human Resource and Employee Relations policies and processes. Plan, initiate, ensure and monitor Human Resource, IR, Security. Liaison, and CSR activities at the unit to achieve organizational goals by enhancing manpower capabilities and motivation for improving productivity and monitoring harmonious Industrial Relation climate. Job Context &amp; Major Challenges: - Grasim Chemical Division, a part of Chlor-Alkali Strategic Business Unit of Chemicals Business Aditya Birla Group. GRCD is the largest chlor-alkali plant at one single location producing 750 TPD Chlor-alkali and Value Added Products. The Plant was first commissioned with 100 TPD Mercury Cell Technology in the year 1972 is a captive produces of Caustic Soda for Staple Fiber Division. Over a period of 40 years the Plant has increased its capacity from 100 TPD to 750 TPD.. Along with Caustic Soda lye, Chlorine gas and Hydrogen gas are produced simultaneously in the bipolar cell technology electrolyzers. Storage capacity of toxic Chlorine Gas is limited hence in house utilization of Chlorine as Chlorine derivatives are essential. - Chlorine based value added products are also produced in this direction-Poly-aluminum Chloride liquid &amp; powder, Chloro Sulphonic Acid, Stable Bleaching Powder, Chlorinated Paraffin &amp; Calcium Chloride are produced along with Caustic Soda, Chlorine, Hydrogen, Hydrochloric Acid and Sodium Hypo Chloride. There are 40 plus players in the Country which have Caustic Soda Plants. Global market situation also significantly impact the operations and market dynamics. - The unit also is adapting group Manufacturing Excellence Model of the Aditya Birla Group and winner of the Gold Award. Chlor- alk ali Business has recently adapted Du-pont Behavior Safety Model. Implementing this model and work for the change of the culture is both an opportunity and challenge. Major Challenges: 1. Ensuring manpower availability, capability and motivation, in line with the evolving needs of a growing business operating in an increasingly competitive market 2. Maintaining harmonious working conditions and industrial relations, managing multiple unions and related political influences 3. Managing relations with key external/ community stakeholders/ representatives to ensure smooth and uninterrupted plant operations 4. Managing employee relations/ grievances, especially given nature of work operations (handling hazardous chemicals, etc.) 5. Driving a safety culture and alignment to various unit/ business-level interventions and compliances, through building awareness and involvement to overcome resistance to change Overcoming talent scarcity in a remote location, to ensure quality, qualified talent availability as per business requirement 6. Restructuring organization to eliminate non-value adding layer, elimination of historical inconsistencies and aligning the same with current business needs. 7. Providing development and career opportunities to talented staff to ensure growth and maintain a succession pipeline for key leadership roles (especially Department Head, Section Head positions). 4) Key Result Areas/Accountabilities: Key Result Areas/Accountabilities Supporting Actions HR Policies/ Programs/Systems : 1. Guide, oversee and ensure implementation of Human Resource and Administration policies, programs. 2. Initiate and institutionalize all HR systems, approaches in accordance with the need of the units, business and GHR guidelines 3. To facilitate organization structure reviews for the Business 4. Commit to process improvement and process management in keeping with the Business agenda 5. To review periodically, and recommend revision of HR Policies, procedures, systems and practices based on changing Business needs. Building Harmonious ER/IR Climate : 1. Plan and implement employee relations budget and all employee relations related activities in the Units as per Group and Business guidelines and strategy 2. Ensure Negotiation and implementation of Long Term Settlement balancing workers demand with organization budgets while increasing productivity, as per Group and Business guidelines and manpower plan. 3. Manage statutory and legal compliance of all ER activities in the Business and Units. 4. Manage ER issues and monitor and ensure Statutory compliances. &nbsp;5. Plan and oversee effective implementation of participative culture, employee relations&nbsp; 6. Build trust and openness and spirit of collaboration and team work&nbsp; 7. Monitor effectiveness of workmen grievance handling systems 8. Liaise with Legal team and lawyers to resolve difficult cases Manpower Planning, Talent Acquisition and Management : 1. Study manpower planning including present and future requirements 2. Ensure manpower plans and budgets in line with annual business plans 3. Monitor and review recruitment and selection process to ensure right quality of hiring as per SLAs 4. Identify opportunities and create ecosystem for Inter/Intra Unit Talent Movement 5. Accountable for building of learning and development ecosystem by ensuring planning and implementation of processes, policies and initiatives from TNI to Effectiveness check. 6. Ensure timely and relevant development opportunities for employees as well as contract labour, aligned to role-specific needs 7. Equip FH/ HODs and line managers with tools for effective talent development efforts - e.g. Coaching skills, etc. 8. Promote Talent Management process and facilitate effective implementation. Communicate guidelines and norms (business/ unit-level) around talent development, and monitor execution on the ground through team; intervene in cases of deviations as required 9. Ensure that a robust succession plan is defined and implemented across all levels Organization Development / Change Management : 1.Review and monitor various OD interventions in the unit to enhance motivation and morale of the employees 2.Undertake benchmarking and practices to build organization capability 3. Plan, implement, and monitor Vibes outcome communication, action planning and other action plans arising from Team Vibes or any other Business wide initiative / diagnostic e.g. Employer Branding etc. 4. Plan and implement EVP, Employer Branding and Diversity interventions in the unit Performance Management : 1. Ensure implementation of all PMS processes &amp; policies (goal setting, MYR, APR, PIP) for employees in letter &amp; Spirit 2. Responsible for and facilitator of performance differentiation and normalization in the Unit. 3. To work in collaboration with the concerned BCOE to roll out and implement performance related projects for all employees including Units / Zones. 4. Monitor coverage and effectiveness of Performance Management process execution through the team, and intervene where required Organization Design &amp; Restructuring : 1. Responsible for restructuring of the current organization structure in comparision with the future required manpower as per unit needs 2. Ensure all JDs are up to date and aligned with the current roles 3. Implementing the organization design and structure, as needed, for the unit CSR Activities Schools &amp; Hospitals : 1. Identify the infrastructure, education, health and sanitation needs in the surrounding villages and implement the developmental schemes 2. Initiate Community development initiatives 3. Prepare CSR Index to measure satisfaction level of the villagers 4. Initiative promotive, preventive and curative approaches for good health 5. To ensure quality of life projects are completed in time to increase employee satisfaction Safety : 1. Build a safety culture through generating awareness on workplace safety and driving compliance to safety provisions and audit schedules 2. Ensure coverage of all staff in safety trainings, in line with department specific requirements 3. As part of Safety Committee, lead initiation and monitoring of safety efforts in assigned department/ team 4. Drive Unit-level safety initiatives, in consultation with Unit Head and other Function Heads. Statutory Compliance &amp; Stakeholder Management: 1. Stay up to date on all statutory requirements, and ensure awareness on and adherence to the same 2. Ensure and review compliance with applicable statutory requirements periodically, including personnel file maintenance, PF, Gratuity, Payment of Bonus, Workmens Compensation, Attendance records, etc. 3. Liaise with relevant external stakeholders/ regulatory agencies for necessary inspections, certifications, and relationship management. E.g. Factory Inspectorate, Labour Commissioner, PF Department, etc. 4. Maintain relationships with local community/ political/ administrative representatives, for smooth plant functioning and resolution of issues Administration &amp; Security Management : 1. Ensure effective Admin management across the Unit aligned with desired hygiene, safety, security and compliance requirements while keeping within planned budgets 2. Ensure safety and security of all employees and company property, through necessary resource allocation, Security staff development, infrastructure, etc. 3. Ensure proper management of staff colonies and facilities, driving satisfaction of staff across demographics as well as families, while ensuring budgetary adherence Relationships: Relationship Type (Internal or External) Frequency &amp; Nature Internal : Unit Head FH - Technical FH - Finance &amp; Commercial Ongoing: Ongoing talent management/ union issues; community issues with potential impact on production continuity; compliances, etc. Talent attrition, recruitment, development, engagement; union management Talent attrition, recruitment, development, engagement; union management Guidance on talent development, coaching; performance management process guidelines, etc. Queries on process guidelines; reporting on HR/ IR metrics Line Managers Business HR Team Ongoing: Ongoing talent management/ union issues; community issues with potential impact on production continuity; compliances, etc. Talent attrition, recruitment, development, engagement; union management Talent attrition, recruitment, development, engagement; union management Guidance on talent development, coaching; performance management process guidelines, etc. Queries on process guidelines; reporting on HR/ IR metrics : External: Labour Office, Factory Inspectorate, PF Office, NGOs, Police, Media, Monthly/ Need Based - Compliances; issue escalation; relationship building, approvals for any changes, Clarifications on local issues, official statements, legal compliances/ disputes, Community issues; legal compliances/ disputes; permissions for any plant expansions; CSR efforts Community/ political representatives, Administrative officials Monthly/ Need Based - Compliances; issue escalation; relationship building, approvals for any changes, Clarifications on local issues, official statements, legal compliances/ disputes, Community issues; legal compliances/ disputes; permissions for any plant expansions; CSR efforts Organizational Relationships: Position that It reports into - Position and its peers (NoP = 10) Position/s that reports into (NoP = 4)

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Aditya Birla Group - Function Head - Human Resource 

Aditya Birla Group - Function Head - Human Resource  ,Job Description for Aditya Birla Group - Function Head - Human Resource  in Aditya Birla in  MP Others for (20-27) years of experience. Apply Now!

Job Description for Aditya Birla Group - Function Head - Human Resource  in Aditya Birla in  MP Others for (20-27) years of experience. Apply Now!