Key Responsibilities : The incumbent will govern the HR (IR &amp; Admin) function for manufacturing plant and Corporate Office. - He/she will be responsible to develop HR strategy, plans and budgets in line with Group HR &amp; Business Unit's strategy, drive planning and implementation of all HR processes in the unit &amp; HO. - It includes special projects, organization restructuring, talent acquisition, performance management, talent management and career planning, learning and development and compensation review; managing productivity, shop-floor discipline, compliance and industrial relations. - He/she will ensure alignment of organizational structure for business performance, leadership bench-strength, high quality talent attraction and retention, improve process capabilities, drive high employee engagement and productivity within corporate guidelines and labor laws. - The key responsibilities for the role will include: Organizational Structure, Alignment for Execution - Value Systems: Plan and review the organization structure along with business teams, set up mechanisms to find issues affecting cross functional working, and resolve them for better execution. Have the right organizational processes to encourage desired behaviors and discourage undesirable behaviors. - Workforce (HR) Planning and Budgeting. Talent Acquisition : - Gather hiring requirements from Plant/Location heads and prepare talent acquisition plans for the unit, conduct interviews for GM and above grades and monitor talent acquisition for lower levels, build business case and facilitate discussions with business and corporate, participate in campus visits as required and participate in strategic hiring in order to facilitate timely recruitment of quality talent for the business unit. - Performance Management System Set priorities along with unit heads for developing BU scorecards, cascade scorecard and regularly communicate to concerned on goals and progress against the same; review and monitor half yearly and annual performance review process; decide increment ranges based on grid provided by corporate and identify development needs and performance improvement programs required along with respective supervisors in order to drive performance management and improvement across all units. Employee Engagement : - Guide team on design of R&amp;R programs and engagement initiatives, in line with corporate guidelines, in order to improve employee engagement and thus drive productivity. Compensation and Benefits Management : - Supervise the execution of compensation review in the unit within corporate guidelines and present exceptional cases to Corp C&amp;B for approval, provide recommendations on compensation data to Corporate C&amp;B team based on local market analysis and bench marking, determine benefit strategy and program parameters, design and negotiate all required benefit plans through brokers and monitor execution in order to ensure that employees are rewarded on the basis of internal parity and market equity. Learning &amp; Development : - Ideate and facilitate training programs based on specific requirements of the BU and based on corporate guidelines on training needs identification and programs required, design technical training programs with inputs from function heads, identify trainers and drive employee participation in training programs in order to ensure skill upgradation, continuous employee development and capability building. Labor Relations and Compliance : - Participate in discussions related to labor policies, monitor adherence to all compliance requirement sand legal guidelines based on federal and state specific laws and prevent union formation in order to drive harmonious industrial relations, improved labor productivity and smooth conduct of business without any legal and employee issues. Team Management &amp; Development : - Conduct goal setting, performance appraisals and mentoring/coaching for own team members; identifying training needs of team members; Career development of the team, provide training to team members on new processes when required in order to maximize retention and performance of team members. Educational &amp; Work Experience : - 10 years of work experience with a minimum 2 years of experience in Sales HR and 2 years in plant location. Human Resources Business Partner in the Cement/Steel/Energy/ FMCG Industry along with strong exposure in handling the requirement of multiple plant locations. - Person should have a full time management degree in Human Resources / Personnel management from a Tier 1 or 2 B School. Must be proficient in labour laws and statutory compliance. Exposure in HR Sales Function &amp; in plants is mandatory. - Good executive presence with excellent communication and interpersonal skills Key Competencies/ Skills : - Candidate to bring expertise across multiple industry along with paints, high energy and drive to build and grow the business in a highly competitive environment - High Every and Drive - Strong Leadership, People Management and Communication skills - Ability to work in a - start-up- context - Stakeholder management skills - Perseverance and Agility - Collaboration and Influencing skills - Business and financial acumen

Mumbai

JSW Group - Manager - Human Resources 

JSW Group - Manager - Human Resources  ,Job Description for JSW Group - Manager - Human Resources  in JSW in  Mumbai for (2-7) years of experience. Apply Now!

Job Description for JSW Group - Manager - Human Resources  in JSW in  Mumbai for (2-7) years of experience. Apply Now!