DGM - Human Resources - Real Estate/Infrastructure

The client is a leader in the Real Estate Development space, also operating in domains such as Hotels, IT Parks, SEZs, Shopping Malls, Power Distribution and Serviced Offices. They are looking for a Deputy General - HR to join their commercial business.

An Ideal candidate :

1) Should come with 12 - 16 Years of experience in a HR Generalist role with a medium / large scale set up, preferably in Real Estate and Retail. Should be adept in handling the entire Gamut of HR functions.

2) Should have in depth & hands on exposure to Talent Acquisition, Talent Management, On Boarding & Induction, Training & Development, PMS, Compensation Management, Employee Engagement.

KEY RESPONSIBILITIES:

- Interacting with CEO and senior leaders and employees across levels to understand business context, challenges & needs and support the Head HR for the business division.

TALENT ACQUISITION:

- Talent Acquisition will be a key deliverable and the candidate will be responsible for sourcing, hiring and on- boarding the best talent through use of multiple recruitment channels.

- Creating strong talent succession plan for critical positions.

- Build strong network and relationships across the sector which can be leveraged to source talent across all levels.

- Manpower Planning and Budgeting.

PERFORMANCE MANAGEMENT / COMPENSATION & BENEFITS: -

- Ensuring timely setting up of KRA's / Goal Setting for the business and drive the Performance Management System across all locations and functions.

- Refine Compensation & Benefits policies and design rewards philosophy in line with the market trends.

- Partner with business to strengthen compensation strategy for the organization.

LEARNING AND DEVELOPMENT:

- Work closely with the business stakeholders and Learning & Development Team for rolling out Training Calendar and ensuring adherence as per the needs identified.

- Measuring effectiveness & bringing continuous improvements.

SUPPORT IN OTHER HR ACTIVITIES:

1) Participate in Internal and external HR audits and ensure adherence to HR processes. Participating and carrying out surveys - Great Place To Work, Internal Customer Satisfaction Surveys.

2) Support in reviewing and implementing people policies and programs to help improve the employee experience.

3) Support in the overall people strategy, organizational culture agendas and brand building initiatives.

4) Support in aspects of ESG, Audits, Compliance, Data requirements.

5) Connect with the employees across the organization to understand the concerns, grievances and come up with measures to address them. Employee Engagement - Events, Celebrations, Outbound Programs, Off Sites

REPORTING TO: Business Head HR