Head - Organizational Effectiveness - Media

A. Purpose:

Our client is a top notch broadcast company is undergoing an Organizational Transformation. A key element of this process is also the transformation of the HR / People Process function. The key focus of the role would be to improve the Organization Design & Effectiveness within the various business units.

B. Roles & Responsibilities

1. Understand the articulated Strategy for the Organization / BU / Function (short, mid and long term) and its implications on Organization Design

2. Organization Design Diagnostics.

Identify:

a. Key challenges facing the Organization today

b. Issues caused due to poor Organization Design

c. What is going well and needs to be retained in the new organization-

d. The changes that are required to the Organization Design to improve organizational performance and achieve strategy

3. Organizational Benchmarking,

a. Understand how benchmarking is conducted in the industry in India and across the world

b. Study the operations of the benchmark organizations in terms of the processes, responsibility allocation, etc.

c. Conclusions that can be drawn on, effective implementation of these in the organization.

4. Operating Model & Design Principles.

a. Key design principles the revised organization design should enable

b. Operating Model for the ideal organization

c. High Level organizational processes flows

5. Organization Structure Design

a. Role based organization structure till the last level

b. Role Profiles for each key roles (Initially a high level responsibility allocation will be prepared and once the organization structures get stabilised detailed role documents would be developed, through workshop approach)

c. Working of the structure & relationships work in matrix situations

6. Role Documentation, Clarification & Performance Measure Definition:

a. Define detailed role documents and performance measures for key roles

b. Conduct role clarification workshops and bring the role documents to life through appropriate communication to all role holders

c. Key performance measures for each role (Performance Measures for Organization & various Functions would be developed and be cascaded to each role)

7. Job Evaluation & Grading:

a. Undertake Job Evaluation for key / benchmark roles

b. Create grading and banding structure based on the output of Job Evaluation

c. Evaluate new roles & fit them into grade / band structure

8. Organization Design Mechanics. Define:

a. Review mechanisms at various levels (Organizational, Functional - Including Agenda for discussion).

b. Issue escalation & resolution mechanisms

c. SLAs for various functions

d. Decision making across the organization (Decision Matrices, Responsibility Allocation Matrices)

9. Implementation

a. Based on the extent of change required, prepare implementation plan. This could include assistance in mapping of people to various positions (based on the desired competencies), preparing transition plans for moving to the desired organization, conducting communication workshops, assistance in conducting planning & review mechanisms, etc.

b. Review plans regularly to achieve desired results

10. Workforce / Manpower Planning

a. Detailed role analysis / activity analysis for various roles

b. Create manpower models for estimating number of people required for various positions

c. Create projections for manpower numbers based on business projections

11. HR Systems & Process Design

a. Develop and Implement effective systems and processes in all areas of HR (Talent Acquisition, Talent Management, Performance Management, Rewards & Policies, Learning & Development, HRIS, etc.)

C. Key Competencies expected (appropriate training would be provided if lacking in any Functional Competency)

Behavioural Functional / Technical

Strong Communication Skills Organization Structure Diagnostics & Design

Business Acumen Role Design

Customer Focus Performance Measurement

Influencing Skills Job Evaluation and Work level design

Drive for results Career Path Design

Taking Ownership HR Process Design

D. Key Performance Metrics

a. Customer / Stakeholder Satisfaction (on quality of recommendations, value add, responsiveness, ownership)

b. Timeliness in completion of assigned projects

c. Achievement of expected results (as defined at the time of mandate)

E. Job Specifications

Education Qualification Full time MBA in HR from a premier Business School. Engineering graduates would be preferred

Work Experience 12-15 years experience, 2-3 years in a reputed Consulting firm or Organization. Should have ideally worked on assignments related to Organization Design / HR Process Design