Position Title Head - HR, Hydro SBU

Sector ENERGY

Business / Function HR

Department / Sub Department HR

Designation GM

Location Delhi

1. JOB PURPOSE

- Lead, Design, Develop and implement HR systems, processes & policies across Hydro Assets to enhance employee engagement and also achieve Operational excellence

2. REPORTING RELATIONSHIP

- Administrative reporting to – President – Hydro SBU and Functionally to CHRO

- Functional Reports – Unit HR Heads

3. KEY ACCOUNTABILITIES

- Accountabilities Key Performance Indicators

- Manpower Planning & Talent Acquisition :

- Finalization of manpower requirement for the O&M as per the work design parameters

- Finalization of Job Description for all the positions

- Timely closure of open positions through internal /external candidates

- Achieve reduction in recruitment cost either through internal redeployment or through Job portals

- No of JDs finalized

- Make Vs Buy Ratio

- Plan Vs Actual recruitment cost

Talent Management and Employee Engagement :

To monitor the implementation of Talent Management initiatives viz :

a) Employee Communication initiatives viz : Skip Level Meetings : as per calendar (once in 6 months), Town Hall: as per calendar (once in 6 months), HR Konnect: to conduct in coordination with CHRO ( during his visits) & New Managers Assimilation Program

b) Succession Planning for Critical Positions viz : Plant/Project Head -1 & -2

c) Finalization of list of Top Emerging Talent, Top Potential Leaders & Critical Positions MIS/MOM Status

Talent Development –

- To finalize the Training needs through Competency Assessment – Behavioral & Technical /Functional for the team and enabling them to fulfill their TNI

- Monitoring & measuring the effectiveness of Training for the team members while at work

- Enabling the employees to finalize their TNI (Training Need Identification) through Competency Assessment

- Ensuring finalization of Learning Calendar for the Plant based on the TNI and enabling the employees to complete their TNI through e-learning /CRT

- Implementation of Leadership /Technical Competency Programs as per the TNI Team Engagement and Motivation

TNI Vs Actual

- % of achievement of Training Programs as per the Training Calendar

- Plant HR, IR, FMS Planning and Implementation :

- To facilitate finalization of HR & FMS Annual Operating Plan for the Plants

- To derive and implement HR plan/policies uniformly across the Plants to achieve the desired employee engagement results

- To achieve targeted business outcomes with agreed timelines wrt Talent Acquisition, Talent Development, Performance Management and Talent Management in an efficient manner

- AOP- Budget vs. actuals

- Adherence to Timelines

- 30% Saving on Approved AOP

- Implementation of Statutory compliance as per Regulatory and Industrial Laws & Effective Contract workforce Management:

- Ensuring Statutory Compliance as per the statute & also based on the audit report

Conduct monthly Statutory audits of all the Contractors & Sub Contractors to ensure compliance

- Audit Report/MIS

- Ensuring Implementation of various Facilities & Services at the locations Employee Satisfaction Survey report

Stakeholder Management –

- Implementation of Capability development programs for Land losers and ensuring effectiveness

- % of Capability Development Programs for identified people

MIS – :

- TO enable timely decision making to achieve the Business plan

- Finalization of HR MIS on a monthly basis focusing on various initiatives during the month, manpower status, development initiatives, R&R & various key issues

- To maintain updated database with demographics of Land losers and the local employment details

- Recruitment MIS and Org structure

- No of MIS

4. INTERACTIONS

- External - Roles you need to interact with outside the organization to enable success in your day to day work Internal - Roles you need to interact with inside the organization to enable success in your day to day work

- Stake Holders - Employees

- Vendors Vertical Heads

- Govt Officials Plant & BHR Energy Team

- HRC members

5. DIMENSIONS

Financial Dimensions

- % of savings in AOP (Expenses) – 30% on the approved budget

6. SKILLS AND KNOWLEDGE

Educational Qualifications

- Graduate

- Masters in HR / IR & Administration /MSW /PG Diploma in HR

Relevant and total years of Experience

- 20 years & above

- Should have a minimum of 10 years of experience Heading HR & FMS in a large Manufacturing /Power /Process Industry

Contact - kapil@itsfridayconsulting.com

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