Deputy Manager - Organisational Development - Electrical Industry

Primary responsibilities - 

- Identification of skill gaps, helping the managers in getting this right, developing an individual development plan for the team members.

- Driving the execution of the Skill enhancement plan for the organization as well as the Individual development plan for the team.

- Use competency models for development of the employees & Support specific performance improvement initiatives (P&O, PDI, LMS etc).

- Develop team-building exercises and workshops.

- Talk with management to identify specific work situations requiring employees to better understand changes in policies, procedures, regulations, and technologies.

- Implement methods of measuring if performance management aligns with organizational goals.

- Create and implement programs at work that connect employees with business goals.

- Develop methods for data file formatting, data analysis methodologies, and management reporting.

- Create effective strategic planning methods.

- Identify data collection tools, data sources, benchmarks, and performance targets.

- Implement organizational effectiveness interventions.

- Resolve conflict within groups if any.

- Diagnose potential organizational problem areas and support to overcome.

- Create definitions of desired individual or group performance.

- Strong business partnership experience in a complex/ matrix Organization.

Key Competencies - 

- Drive for Results

- Demonstrates a high level of energy and effort and gets things done to ensure closure.

- Demonstrates focus on high standards of execution.

- Taking Ownership

- Demonstrates accountability and follows through on commitments made.

- Is able to understand and deal effectively with situations of conflict.

- Interpersonal Effectiveness

- Is able to establish trust with partners and stakeholders.

- Is able to coordinate effectively with members across the HR team, employees and with external partners

- Communication should be effective.

- Is able to express himself/herself and understand another person's point of view

- Is able to communicate effectively through written communication - in order to drive communication about HR offerings across the organization.

PROFESSIONAL EXPERIENCE/QUALIFICATIONS

For the above needs, the most likely profile would be a professional with about 08-10 years of experience in Human Resource function (Not more than 32 years of age).

The most likely profile would be someone with - 

- Bachelors in any stream; and a postgraduate degree in Management (mandatory);

- Extensive knowledge of Human resource practices.

- Ability to work collaboratively in a matrix structure - experience of working for US. or European MNC will be critical;

- Ability to drive compliance to HR processes and successfully implement processes.

- Excellent communication and interpersonal skills;

- Strategic thinking, and self-motivation with a focus on results;

- Demonstrates behaviors consistent with the company values