HR Business Partner - Commercial

Purpose of the Role :

- Talent Manager drives organization-wide efforts to ensure that performance management and quality improvement programs are developed and managed using a data-driven focus that sets priorities for improvements aligned to ongoing strategic imperatives.

- This position will also conduct full life cycle recruitment in sourcing the best talent, as well as maintaining effective programs for retention, promotion and succession planning and Learning & Development

Job Responsibilities :

Areas of Responsibility :

Description of responsibility :

1. Driving Talent Strategy of Company

- Drawing the Talent strategy of the company - includes identification of key roles and strategy for management of key processes and skills

2. Capability Building

- Identifying capability gaps vs. future strategy of the organization and outlining the requirements.

3. Talent Acquisition

- Ensure that actual acquisition happens on time - takes care of middle management to senior management (leadership and junior roles are excluded)

- Campus Engagement for hiring of entry level talent from premier B-Schools and Engineering institutes.

4. Critical Talent Retention

- Classification of talent (create framework and build tools for assessment), responsible for retention measures for critical talent.

5. Succession Planning

- Succession Planning for critical roles and building a talent pipeline - driven centrally by this individually, but will have to work closely with the HR BPs

6. Career Planning

- Create frameworks and systems and processes to grow people from within, create internal job postings, plan career development ; design development centers

7. Learning & Development

- Design and deliver employee training programs (e.g. individual, team, skill-based and management training). Develop mentoring and coaching sessions for employees.

8. Performance Management

- Review and improve existing performance management system. Developing and conducting training's and workshops to ensure that all performance management systems are accurately understood and implemented.

9. Employee Engagement

- Support the design, development and implementation of the organization's Employee Engagement programs.