- Organisational Development - Create JD for all the roles identified and validate whether they are aligned to the organizational & departmental goals; - Identify the competencies required for the roles and create the competency matrix; - Map the competencies for employees and Assess the competency gaps; - Support organizational change in strategy impacting current job families due to technology shift or other reasons; - Formulate the skill-gap evaluation methodology; - Talent Management - Prepare list of High Potential employees in the organisation and prepare plans for their development and career planning; - Partner with human resources teams and business heads to implement employee engagement strategies. This can include talent systems, mentoring programs, succession planning etc. - Ensure that leadership development happens at an appropriate level that meets the current and future needs of the organization; - Learning & Development - Creating a culture of learning by taking various innovation & work with Business heads to identify top learning priorities across the organization; - Propose and manage annual learning budgets (short-term and mid-term) and set the annual learning calendar based on the business priorities; - Analyze the learning priorities to calculate and propose the yearly learning budget; - Put together Learning Interventions and Programs. Devise high impact training interventions rooted in learning objectives and success parameters; - Performance Appraisal - Reviewing and redesigning the Performance Management process in alignment best industry practices and driving a Performance Driven culture in alignment; - Responsible for managing the KRA setting process, mid-year review and year-end annual review cycle as process custodian, working closely with HRBP to ensure that process standardization and timeline adherence is achieved; - Design and review policies related to employee performance. - Change & Transformation - Driving change management across all locations & Plants; - Working on Digitization of HR processes. - Manpower Planning - Understand and create position wise Job roles /Job Description for AGI Glaspac; - Coordinate with Team Leaders and Department Heads to Analyze and Identify skills required in each department across the business; - Develop process and recommend ways to improve the effectiveness of Job Rotation and internal transfer within AGI Glaspac in coordination with the HODs and Plant Heads; - Ensure the structured Recruitment Process to meet the business requirement by hiring high quality recruits in line with Human Resource Department's vision. - Culture Building - Design and Implement various processes and schemes pertaining to culture building; - Design and implement various processes to encourage Communication and build team work (e.g. - Activities as per AGI Glaspac meeting Matrix); - Providing effective grievance resolution based on E- Sat survey; - Design and Implement HR initiatives. - Policy Management - Maintain and timely review the existing Policies of AGI Glaspac; - Design and Implement new Policies and rules on the basis of 'Transparency and Equality concept. - Budget - Coordinate the Overall Budget (Zero Base) activity of AGI Glaspac. - Prepare and control the Annual HR budget.

Hyderabad

DGM/GM - Human Resources - South India - Auto/FMCG 

DGM/GM - Human Resources - South India - Auto/FMCG  ,Job Description for DGM/GM - Human Resources - South India - Auto/FMCG  in Paramount Pioneers in  Hyderabad for (12-20) years of experience. Apply Now!

Job Description for DGM/GM - Human Resources - South India - Auto/FMCG  in Paramount Pioneers in  Hyderabad for (12-20) years of experience. Apply Now!