GMR Group - AVP/Head - Talent Management & Compensation & Benefits

Job Purpose:

- Lead the TMG and C & B function for GMR Group to Identify, Develop and Deploy key talent enabling effective Succession planning, Career planning and Individual development of employees.

Organisational Chart:

Reporting to President HR.

Key Accountabilities:

Accountabilities:

Key Performance Indicators:

- Develop and Deploy Talent review process across the group. Conduction of GHB Talent review process to identify key talent up to CEO-2 level across the enterprise and oversee the process at sector / Biz level.

- No: Top potential leaders (TPL) across the group

- No: Top Emerging Talent Business wise

- Design Validation, Develop and Implement multi-tier leadership development program.

- No: of identified TPL / TET developed as per plan

- % Retention of Key Talent part of TPL / TET

- Deployment of Key Talent as per succession plan ( SI & LT) up to CEO-2. Oversee the process at Sector / Business level. QOQ Review to be conducted.

- % deployment as per succession plan

- Make V/s Buy ratio

- Design Validation, Develop and Deliver V&B modules across the enterprise to improve V&B culture.

- V&B 360 degree score

- EEEC score

- Managing TMG budget with a BLIP of 10 %

- Corporate Budget of 3.75 Cr

- Group Training budget of 9.7 Cr

Organization Development & Effectiveness Initiatives:

- Deployment of Goals across enterprise, Culture Building and Employee Value Proposition.

- % Goal sheets completed on or before dead line

- EEEC score

- External survey / bench marking

- People Development - 1X1 with Direct Report for IDP / PDD discussion. Capability development through sessions on specific areas as identified.

- Feedback for improvement and development.

- Plan and Implement Job rotation. as per career aspiration-Quarterly 1x1

- 4 sessions in year

- PDD / IDP discussion integrated with 1X1

Compensation & Benefits:

- Designing, Develop & Deploy the Comp & Ben philosophy which will be role specific .

- To carry out the bench marking study on Comp & Ben annually and present the analysis to the Management

- To Design the Comp & Ben structure which should be more on performance based - Plan Vs Actual

Interactions:

(Describe the job roles that you interact with inside or outside the company to enable you to meet your accountabilities)

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

Academic Institutes: IIM, ISB, FMS, Harvard Other business schools BCM / CEO / GCXO

Leadership Institutes: DDI, CCL etc BHR

Consulting Company: Aon Hewitt, E&Y, Hay etc Business Heads

- Individual Consultants and Coaches

- CHR Functions

- Training Partners and service providers Shared Service Centre.

- Bench Marking other Companies

Dimensions:

(List the significant numerical data which will reflect the scope and scale of activities concerning this job).

Financial Dimensions:

(These should be quantifiable numerical amounts like annual budgets, project costs, annual revenue, purchase value etc.).

- Budget - Corporate Trg Rs 3.75 Cr and Enterprise wide Trg budget of Rs 9.75 Cr

Other Dimensions:

(Indication of some of the significant volumes associated with the job like number in team/ staff handled etc).

- 5 member team supporting the organization of 4000 FTE for talent management with direct responsibility up to CEO-2

- 2 member team supporting 300 GCS employees for all HR function.

Skills & Knowledge:

(State the minimum acceptable proficiency for this job which best indicates the education and/or experience requirements of this job and not the incumbent).

Educational Qualifications:

- MBA in Human Resource

- Additional Qualification in OD / T&D preferred.

Relevant and total years of Experience:

- 20 Years of Overall experience in HR & TMG

- 5-8 yrs of experience in L&OD & TMG