AGM/DGM - Human Resources - Manufacturing

1. Learning and Development Strategy:

- Develop and implement a comprehensive learning and development strategy aligned with the company's goals and objectives.

- Identify training needs, design and deliver effective learning programs for employees at all levels across locations

- Manage the Learning and Development budget, ensuring efficient allocation and utilization of resources.

- Cultivate and manage relationships with learning partners and vendors to enhance the quality of training programs.

- Drive a culture of continuous learning, bringing in a sharp focus on learning internalization and learning application

2. Talent Management:

- Review critical positions, identify HIPOs, & successors to critical roles

- Collaborate with the Group Talent Management team to identify and nurture key talents within the business.

- Lead succession planning efforts to ensure a pipeline of skilled and motivated individuals for critical roles.

- Implement individual development plans to support career growth and skill enhancement.

- DEI, drive programs and initiatives to create diverse workforce, specific focus on gender diversity

- Lead campus hiring for Sugar BU (early in career).

- Manage structured onboarding and integration of trainees and senior level new joiners.

3. Employee Engagement:

- Create platforms for soliciting formal and informal employee feedback on their experience within the organization

- Lead and execute employee engagement initiatives in line with Employee Engagement Survey Results and business/functional needs

- Foster a positive and inclusive work environment that promotes employee well-being, satisfaction, and productivity.

- Implement creative and effective strategies to enhance overall employee experience.

- Oversee employee communication initiatives to ensure transparent and consistent messaging.

4. Collaboration and Communication:

- Work closely with unit HR heads to understand local needs and align HR initiatives accordingly.

- Facilitate effective communication between the Head Office and regional HR teams.

- Collaborate with cross-functional teams to ensure seamless execution of HR programs.

- Ensure branding and communication of HR initiatives and programs on various social media platforms

5. High-Impact HR Projects:

- Lead and contribute to various HR projects that have a strategic impact on the organization.

- Drive change management initiatives to ensure successful implementation of HR projects.

- Drive HR digital transformation programs and initiatives to bring in efficiency and effectiveness

- Utilize HR analytics to gather insights and make data-driven decisions to enhance HR effectiveness.