Role: Lead - Organizational Effectiveness and Talent Development

Location: Hyderabad

Responsibilities

1. Pay for Performance

- Differentiate high sales performance from average performance

- Create rules, plans and processes that drive performance without stressing the field force

- Create an easy to understand transparent process of variable pay distribution

- Work with key stakeholders for their buy in to drive the articulated strategy

2. Reward and Recognition

- Understand innovative techniques of rewarding superior performance

- Long term plans of rewarding tenure, consistent performance and spot performance through tangible and intangible means

- Understand business cycle, budget cycle and seasonality to align HR thought partnership with business results

3. Talent Identification and Assessment

- Anchor talent reviews in talent management board

- Create individual development plans for each L-1 of MC

- Mentor, Coach and Guide the local HR teams to align with EM HO TMB process

- Track the progress of development and follow through with leadership team to bring in necessary closure as per the plan

- Create a periodic cadence to review region's progress.

- Anchor EM talent review process for R5 and above for identification (of Talent), competency assessment, closure of feedback and career conversations by the respective managers in each BU

4. Talent Analysis

- Collate talent data across EM, analyse and interpret the same to feed into common corporate themes

- Drive action plans as agreed within EM and with Corporate

- Conduct discussions of talent analysis with business leadership team in HO and geography captains.

- Partner with L&D to prepare and deploy appropriate developmental programs end to end

5. Succession Planning

- Based on the talent analysis and assessment, identify critical roles and map the existing talent against these roles

- Partner with business HR and leadership team to revisit talent pool On demand

- Work with business leaders to frame the development plan and execute the same for the identified talent in order to take the next level role

- Bring closure to the TM process by sharing the TMB feedback with the respective Geography Captains and their HR Heads

6. Process Improvement

- Share learning, expectations and work with the Corp TMB team to upgrade talent management and succession planning processes and standards

- Enable the Regional HR Leaders to partner with the senior leaders in order to deploy talent management process in a uniform way

- Provide inputs to upgrade HR IT systems (iEnable- Talent Management module)

- Simplify the IDP templates, talent assessment process to make it user friendly and impactful

- Revisit competencies for critical roles that will make the future role holders successful

7. Working Framework

- Contribute to the strategic agenda of the talent management and translate organizational talent strategy into planning, governance framework and policy formulation

- Adherence to processes during the TMB rollout across organization

Academic Background and Experience:

- MBA HR with good academic credentials

- 8-12 years of work experience in the relevant field

- Background of having handled Talent assignments

- Having worked in an organizational effectiveness role

- Knowledge of Pharma Industry, dynamics of sales field force, their motivation levers

- Ability to work in a dynamic, constantly changing environment

Key personal competencies to be observed during the interview:

- Strong communication skills, highly energetic with ability to influence & persuade others

- Excellent interpersonal skills - High level of proficiency in networking & connecting internally and externally

- Ability to work closely with business leaders by understanding their needs and designing and rolling out HR solutions

- Ability to work with cross-functional teams across different parts of the world with high degree of collaborations.

- Good listening skills to understand people coming from different linguistic background, their level of people practices knowledge and their ability to articulate thoughts

- Ability to manage and motivate team

- Values, Integrity and Ethical conduct.

- Global exposure of a few emerging market countries

- Ability to engage with management council members on Talent related strategic matters

- Demonstrable logical and persuasion skills

Operating Network and Circle of Influence:

Internal: MC, HR Head, Geography Captains, HR Regional Leadership Team, Corporate HR Team Members, Country Business Leaders and Functional Leaders

External: Talent Boards and Subject Experts

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