HR Business Partner - FMCG

Job Position: GM HR for Consumer Product Division

Business Turnover: The company should have a turnover of more than 1000cr+, with 2000+ employees in Plant and Corporate.

Mandatory: Manufacturing Set Up and Retail Industry Experience

Job Description:

- The candidate should be an expert in managing the HR life cycle for Pan India employees across various sectors.

- Strategic and Business HR for Sales, Plant, and Corporate staff in Oil, Retail Bakery, and Ice Cream Business (1000+ employees).

- Strategic and Business HR for Sales, Plant, and Corporate staff in the Real Estate, Retail and FMCG Sector (2000+ employees).

Recruitment, Resourcing & Development:

- Designing and implementing recruitment processes, with key performance indicators (KPIs) of managing and controlling costs, quality, and channel mix and developing metrics and service level agreements (SLAs) for evaluating performance in the end-to-end recruitment cycle.

- Managing the complete recruitment lifecycle, sourcing the best talent from diverse sources after identifying manpower requirements for new/existing departments.

- Expertise in senior-level hiring as well as handling high-volume recruitments with tight deadlines.

- Planning manpower in consultation with heads of different functional and operational areas, conducting selection interviews, and induction programs.

- Formalized employee referral programs with an impact on the hiring cost and quality matrix.

- Monitoring the effective utilization of manpower, manpower retention, and knowledge management.

Performance Management:

- Conduct regular performance reviews, counseling, and training for front-line Sales staff to ensure they meet their goals.

- Managing the Appraisal process for all levels and linking it to Reward Management based on a clear performance evaluation system.

- Coaching middle managers in Sales functions to develop effective leadership skills and people management.

- Designing and implementing Assessment and Development Centers to identify and promote employees with high potential.

Talent Engagement:

- Preparing and following the annual budget and calendar for employee engagement activities.

- Communicating with sales employees through channels such as branch visits, regional meetings, open house sessions, etc.

- Organizing regular senior-level leadership meetings with top management teams, loyalty award ceremonies, annual day celebrations, team team-building exercises.

- Managing the implementation of Sales Force Automation and related initiatives to improve the engagement levels of the sales force.

- Overseeing induction, orientation, employee engagement, onboarding surveys, etc.

- Conducting workshops on the Values & Vision of the organization and performance Appraisal systems.

HR Administration, MIS, Process & Audit:

- Conducting regular audits and reviews of HR processes to ensure process hygiene and scorecard performance.

- Communicating with senior management monthly on talent development, attrition analysis, and retention plans through presentations and MIS reports.

- Complying with HR policies and SOPs for all HR processes.

- Following legal acts and regulations for statutory compliance.

- Maintaining corporate governance by adhering to the code of conduct, investigating complaints and issues, and enforcing the malpractice matrix

Strategic HRM:

- Establishing and executing HR processes and policies that align with the business objectives and senior management's vision, and foster employee productivity.

- Managing HR departmental budgets and ensuring compliance with the same.

- Implementing best practices that support the organization's business goals