DGM - Human Resources - Manufacturing/Chemicals

DGM - Human Resources

Responsibility:

Strategizing and Planning: HR Policy/Process Implementation:

- Communicate: Communicate /articulate through workshops, the corporate documents like Vision/Mission, Goals, Strategies, Policies, People Policies, Strategies, Programs, interventions through appropriate channels.

- Coach & facilitate: Apply training and coaching formulae in enabling managers/supervisors.

Talent Acquisition and Management:

- Establish and sustain a robust Talent Acquisition and management framework for attracting and retaining the best talent; keep hiring costs low. Should have had hands on experience in leadership hiring.

Culture building/Change Management:

- Own and anchor: New Performance management framework Capability building, Engagement, Rewards, Talent Review. Implement/track the progress, Create and circulate dashboards, thereby raising alerts and owning closure of gaps duly.

- Work with organizational development specialists and evolve apt interventions.

- Change: Implement change management initiatives and culture building Exercises.

Leadership capability building & Employee Capability building:

- Support site functional leaders in Leadership development/capability building in line with company-wide strategy / plans. Identify the needs for building/enhancing the leadership capability and co-create the implementation planner and drive implementation and track effectiveness. Evolve, in consultation with L1 leaders, the employee capability/competency/skill building plan, and track training effectiveness and to carry out the relevant conversations/actions.

Learning Charter: Implement the company-wide and site specific/business specific L&D programs, and track effectiveness.

Talent Management/Review, Performance Mgt:

- Support the Annual Talent Review process, and drives IDPs.

Employee Experience enhancement & Employee Engagement:

- Find opportunities in every process/system in HR to engage the stake holder better. Administer 'Employee Engagement surveys' and evolve actions. Drive powerful touch points' effectiveness.

- Draw inferences from Attrition analysis/ Retention analysis/ Exit interview analysis, and evolve engagement actions.

Employee Feedback / Grievances:

- Encourage/appreciate feedback, and coach Frontline leaders in straight listening and straight talking. Be the employee mediator in genuine plea.

Industrial Relations, Legal and compliance.

- Should be hands on in handling in IR, Legal and union related matters. Should have managed people related compliance aspects.

HR Digitalization:

- Augment the usage/appreciation by all the leaders and colleagues, of all the key HR platforms/solutions that got digitized.

- PMS, Pay & Benefits: Performance Management, Compensation & Benefits: To run annual Performance evaluation process, Manage Payroll run through SME.