DGM - Human Resources
Responsibility:
Strategizing and Planning: HR Policy/Process Implementation:
- 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.
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