Chief Human Resource Officer - Auto/Manufacturing Firm

Candidate must be MBA in Personnel & HR Management

Total Experience 20+ yrs Relevant Experience 15-18 Years in HR vertical in Manufacturing/ Auto Industry

1. HR Strategy and HR Management - Build a strategic plan for HR and lay out a roadmap for implementation in line with the business strategy and employee needs

- Develop an appropriate organization structure for the organization in response to the changing business environments

- Collaborate with the senior leadership to define, create and implement the Hero culture, people policies and practices

- Support and guide the functional teams at corporate and plant in implementing the HR and business agenda

- Identify need of appropriate HR processes & systems. Set direction & review implementation of HR processes & systems to create a high performing & result orientated organization

2. Talent Management & Development - Conceptualize and plan talent development programs in line with the evolving business strategy and skill requirements

- Oversee identification of technical and behavioral competency frameworks that would drive business performance

- Create a strategy for capability building of employees at all levels

- Devise manpower plans and finalize talent acquisition budgets in coordination with management & cascade the same to the team

- Build a robust Succession Planning framework & pipeline for all key positions in the Organization

3. Compensation & Benefits - Oversee the design of a compensation structure in line with the industry practices and organization strategy

- Partner with management to design compensation budget for the organization in line with the annual operating plan of the organization

- Oversee and approve key benefits that are offered to various employee groups and define benefits policies to address key unique employee needs and business requirements

4. Legal and Regulatory affairs - Ensure compliance to all statutory norms & guidelines across the organization pertaining to various laws - Factories Act, ID Act, WC Act, etc.

- Compliance to all Environment & Safety guidelines

5. People Management - Review and monitor performance of subordinates on an ongoing basis and provide requisite developmental support/ inputs

- Recommend training as required for subordinate development

- Develop human assets and updating their knowledge base to cater the organization need

Job Scope:

Internal Interactions:

(Within the Organization) - MD - to understand, explore and identify the expectations of various businesses and its impact on people requirements. Create necessary buy in for the design and implementation of People related practices/ systems. Discuss the talent requirements/ development priorities for key managers for various businesses

- Function Heads- to identify the HR related challenges faced and find solutions in collaboration with each other

- Functional Managers (Corporate and Plant) - to understand their expectations - self and their respective teams, in performing their HR related functions and perform periodic skip level reviews for them HR team - Corporate and Plant level - to gather critical information, facts and data from the business and be in touch with ground reality. Use the information to create, modify, adapt the processes in line with businesses

External Interactions:

(Outside the Organization) - HR fraternity - to be in touch with HR leads in other organizations and gain a sense of best practices, trends in the HR space

- Development Agencies/ firms - to create development solutions for select senior leaders in the company