Center of Excellence (COE) HR - Talent Acquisition, Performance Management, HR Operations, Administration Drive the initiatives for manpower planning, manning of lines, deployment of performance management process, HR lifecycle management and administration initiatives along with the HR COE, HR & IR leads in the plants and Plant Heads.

VP Quality Understand business process related initiatives and execute effective implementation

Head Risk Management Understand the business risk and drive compliances and initiatives in safeguarding the same

VP HR Commercial Understand the sales and marketing initiatives and drive IR initiatives for effective implementation of the same

GM / VP Finance Understand the business finance and accounts initiatives and drive IR initiatives for effective implementation of the same

Key External Interactions:

Entity Purpose of Interaction

HR consultants and industry forums For expert advice and inputs on HR trends and concepts

Role Purpose:

Responsible for pro-actively understand and act on business specific IR requirements and implementing all IR initiatives and policies for organisation. Should ensure healthy industrial relations across locations and resolve issues if any across locality. To ensure all labour compliances are in line with the statutory regulations and requirements

Key Responsibilities:

Planning and Strategizing:

- Effective implementation of the industrial relations plan that prioritises actions based on business needs

- Implement IR solutions/ initiatives/ policies in the operations of manufacturing plants, with specific reference to workmen and officers Implement HR solutions/ initiatives/ policies in the Business Unit

- Establish/monitor HR events throughout the year and coach business leaders Implement HR solutions/ initiatives/ policies in the Business Unit

- Establish/monitor HR events throughout the year and coach business leaders"

- Facilitate building of management charter of demands and enable and co-ordinate negotiation with workforce to ensure optimal alignment of management and worker demands Regularly track recruitment requirements of the business unit, approve personnel requisitions and support talent acquisition COE to fill openings on time

- Convert workforce plans to targets for the recruitment COE Regularly track recruitment requirements of the business unit, approve personnel requisitions and support talent acquisition COE to fill openings on time

- Convert workforce plans to targets for the recruitment COE

- Benchmark the wages and salaries of workmen in the region / areas where our manufacturing footprints are present

- Understand and translate growth plans into workforce requirements and build case for projected numbers in the workforce planning session. Analyse demand and surplus for the workforce in the plants

Policy and Process Design, Implementation and Review:

- Enable effective implementation of IR policies for the operations of factories, such as- leave, termination, workman compensation, contractual employment, etc. in consultation with the various stakeholders Review and take decisions on HR policy exceptions by using sound judgment Review and take decisions on HR policy exceptions by using sound judgment Review and take decisions on HR policy exceptions by using sound judgment

- Facilitate building of management charter of demands and negotiate with workforce to ensure optimal alignment of management and worker demands Regularly track recruitment requirements of the business unit, approve personnel requisitions and support talent acquisition COE to fill openings on time

- Convert workforce plans to targets for the recruitment COE

- Facilitate legal formalities, litigations etc with regards to industrial disputes, lay offs and other industrial relations activities Ensure that talent retention is tracked, analysed (eg-through exit interviews and trend analysis) and actions are planned and implemented to improve the talent health of the business unit Ensure that talent retention is tracked, analysed (eg-through exit interviews and trend analysis) and actions are planned and implemented to improve the talent health of the business unit Ensure that talent retention is tracked, analysed (eg-through exit interviews and trend analysis) and actions are planned and implemented to improve the talent health of the business unit

Coordination, Interface, Imparting Training to Internal and External entities:

- Co-ordinate in analysing demand and surplus for the workforce in the plants

- Support culture change initiatives in the operations of factories and at the organisation level taking direction from the business leadership Support culture change taking direction from the business leadership Support culture change taking direction from the business leadership Support culture change taking direction from the business leadership

- Maintain and update organisation structure, job descriptions and skill/ competency dictionaries for operations of factories Maintain and update organisation structure, job descriptions and skill/ competency dictionaries Maintain and update organisation structure, job descriptions and skill/ competency dictionaries Maintain and update organisation structure, job descriptions and skill/ competency dictionaries

Management of performance, capability and morale:

- Maximise workforce productivity to meet plant demands by implementing capability building, right manning, incentive programs etc..

Infrastructure and Technology Investment and Management:

- Manage and update IR infrastructure, such as MIS, employee portal, Time and Attendance etc.

Key Result Areas (KRAs): Key Performance Indicators (KPIs):

- Adhere to HR & IR budget HR & IR budget versus actual spend

- Maintain healthy industrial relations that support maximisation of workforce productivity Number of litigations/ industrial disputes in the year

- Total man days lost due to industrial disputes

- Percentage of critical management demands accepted from the management charter of demands

- Percentage of workforce participation in suggestion scheme / initiatives

- Ensure that talent requirements are fulfilled in a timely and cost effective manner Recruitment cycle time (Average time taken from PRF approval to joining of selected candidate)

- Cost per hire (Total cost of recruitment/ Total number of new hires)

- Reduce attrition in the Plants (Operators and Officers) Attrition rate in the operations (Total number of employees who left/ Average headcount)

- New Hire attrition rate in the operations (Total number of new hires who left/ Average new hire headcount)

- HIPO attrition rate in the operations (Total number of HIPOs who left/ Average HIPO headcount)

- Build the capability of the workmen Skill Matrix improvement for critical to Quality roles

- Total number of critical positions in the operations that have career paths defined

- Ensure that development needs of employees and the organisation are met Training man days per employee in the factories

- Total percentage of employees trained (Budget versus actual) in the factories

- Foster the creation of a high performance workforce through performance management Average performance rating and performance curve in the factories

- Percentage of appraisals completed in time in the factories

- Performance goal setting cycle time in the operations

- Performance evaluation cycle time (Time taken from start of final evaluation to completion of playouts) in the operations

- Percentage of employees for whom development plans are created during the appraisal in the operations

- Ensure that IR information is up to date Total number of organisational policies that are communicated to the organisation and implemented as of date in the factories

- Continuously build self capability Number of HR seminars and industry conferences attended

- Training man days completed

Technical Skills and Knowledge:

- Up to date knowledge of companys vision and core values, business objectives and organizational structure

- Conceptual knowledge of all IR processes, especially leadership development

- Deep data analysis, planning and forecasting skills

- Strong negotiation and relationship management skills

- Deep people development, coaching and leadership/teambuilding experience

- Exceptional communication and interpersonal skills with the ability to invoke change

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