Chief Human Resource Officer - Manufacturing

CHRO-Pune/Manufacturing(Knowledge of Marathi is a must)

Role-CHRO

Location-Pune(Marathi language mandatory)

Reporting-CEO

Roles and Responsibilities:

The Chief Human Resource Officer (CHRO) is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance in the following aspects: -

1. Enriching Conducive Culture:

- Driving values through Employee Engagement forums

- Enable Department restructuring focused towards job rotation and job enrichment

- Build Idea Labs that will facilitate Idea generation and implementation through Kaizen, Quality Circles, etc.

- Lead and facilitate effective team management through communication forums, making War teams to discuss strategies and way forward, encourage team feedback sessions, Manager assimilation and Employee wellbeing forums

2. Talent development & Succession Planning:

- Develop talent at all levels focused on individual aspirations and organizational needs

- Formulating and implement IDPs to map achievement of Individual goals along with organization goals

- Devise Annual training calendar based on job competencies

- One-on-Ones with key performers and build a talent pipeline for key roles

- Act as a Mentor and Coach for employees and Leaders

- Build a talent pool comprising SMEs, CEO Circle, Chairman circle and identifying them through Assessment Centers, Development Centers, Psychometric tests and Skill matrices

3. Rewards & Performance Management:

- Formulation of KRAs based on Balance Score Card method and conduct PMS at all levels

- Building rewards and recognition programs on quarterly basis to recognize performers

4. Talent Acquisition:

- Focus on Right & timely Hiring based on annual recruitment plan

- Devise JDs based on role competencies and KRAs

- Formulate effective hiring strategies for lateral as well as campus hiring

- Facilitate and direct team to conduct market mapping for key roles to be hired

5. Retention:

- Attrition analysis by conducting stay interviews

- Conduct surveys to gauge employee engagement scores

6. Sustenance of GPTW:

- Initiatives for reinforcing GPTW chalked around all the dimensions i.e. Inspiring & Developing, Celebrating & Contributing, Thanking & Rewarding, Speaking & Listening, Hiring & Supporting

7. Gender Diversity:

- Improve gender diversity ratio for specific gender biased roles and build inclusion

- Compliance and Training related to POSH

8. HR Digitization: