Chief Human Resources Officer - Manufacturing Firm

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:

Devise a platform that would enable in automation of various HR related processes from hire to retire