Alembic Pharmaceuticals - AGM/DGM - Talent Management

I. Performance Management:

- Develop and administer performance management processes, including goal setting, performance evaluations, and feedback mechanisms.

- Provide guidance and support to managers and employees on performance-related matters, coaching them to drive continuous improvement and goal attainment.

- Analyze performance data to identify trends, strengths, and areas for improvement, and propose actionable recommendations.

II. Succession Planning and Talent Pipelining:

- Lead succession planning efforts to ensure the organization has a robust pipeline of talent for key roles and future leadership positions.

- Identify high-potential employees and implement strategies for their development and retention.

- Collaborate with senior leadership to forecast talent needs and develop long-term workforce plans.

III. Employee Engagement and Retention:

- Implement initiatives to enhance employee engagement, satisfaction, and retention, including recognition programs, employee surveys, and feedback mechanisms.

- Analyze turnover data to identify root causes and develop strategies for improving retention rates.

- Foster a positive work environment that promotes diversity, equity, and inclusion, and addresses employee concerns and grievances effectively.

IV. Employer branding:

- Develop and Implement Employer Branding Strategy

- Utilize employer branding initiatives to attract top talent to our organization. Collaborate with hiring managers to develop recruitment campaigns that effectively communicate our employer value proposition and differentiate us in the market.

- Lead efforts to define and refine our Employee Value Proposition (EVP), highlighting the benefits of working for our organization and fostering a positive employee experience.

- Implement mechanisms to monitor and measure our employer brand perception. Analyze data and feedback to identify areas for improvement and make data-driven decisions to enhance our employer brand.

V. HR Metrics and Reporting:

- Develop and maintain HR metrics and analytics to track talent management KPIs, measure the effectiveness of initiatives, and inform decision-making.

- Prepare regular reports and presentations for senior leadership, highlighting key insights, trends, and recommendations.

VI. Talent Development and Training:

- Design, implement, and evaluate talent development programs aimed at enhancing employee skills, capabilities, and career progression.

- Identify training needs through performance assessments, skill gap analyses, and feedback mechanisms.

- Partner with internal stakeholders to deliver targeted training solutions and foster a culture of continuous learning and development.