Manager - Human Resource - FMCG

Position - HR Manager

A. Talent Management/Talent Acquisition :

- End to end recruitment from Manpower planning to Induction for up to Top management level o Manpower Benchmarking

- Succession planning and leadership pipeline enhancement o Exit Interviews, Retention strategy and policy formulation

B. Learning & Development & OD :

- Design a comprehensive training program for new recruits

- Ongoing training programs for skill building/enhancement, motivational series

- Conduct organization-wide TNA - Assessment Centre exercise for training need identification and competency mapping and formulate a training requirement mandate

- Key coordinator for curriculum development and co ordination with faculties for class room based training program

- Developmental initiatives for senior managers' i.e. customized training interventions, competency gap analysis. o Map internal trainers/training institutes/external training programs as per mandate

- Negotiate with training vendors and supervise & monitor their performance

- Initiated programs like think-tank, etc to provide platform to bring out talent/ideas

C. Employee Engagement 

- Conducted employee morale (satisfaction) survey and taken corrective actions on feedback received

- Formulate "joy@work" committee (made of employees representing departments) to conduct employee events for e.g. birthday parties, competitions, picnics, sports events, festival celebrations etc

- Designing budgets for the engagement initiatives, supervising & monitoring expenses

D. Make Annual Business plan for HR consisting of Manpower requirement, hiring plan, human capital cost and HR initiatives.

- Collect and compile Manpower reports from Unit locations.

- Prepare Monthly HR review reports for Top Management

- Conduct Road shows and workshops on various HR initiatives in the area of PMS, L & D etc.

- Complete internal and external Audits.

- Devise policies for R & R, Recruitment, transfer, deputation, Project incentives, retention, promotions etc.

- Draft and circulate Employee communications.

- Targeted OD interventions for Middle and Sr. Management.

- Career Ladders and Job evaluation for all positions in the Group.

E.  Performance Management :

- Over all monitoring and execution of Annual Appraisal Exercise

- Implementation of KRA based PMS system.

- Goal Setting based on Balanced Score Card.

- Quarterly, Mid-term and Annual performance Review

- Increment Letters roll out

- Bell curve analysis of appraisal data

- Financial implications of wage bill increase and projection of burden

F. Compensation and Benefits :

- Reinforce the pay-for-performance philosophy e.g. Develop and implement incentive plans to drive performance, EVP & targeted retention strategies to lower attrition, etc

- Develop and deliver communication strategies to ensure employees have an accurate understanding and appreciation of their compensation & benefits thereby increasing their effectiveness.

- Tracking market intelligence / trends, conducting in-depth analysis to generate trends and recommendations.

- Compensation structure designing

- Day-to-day monitoring of payroll team for efficiency, accuracy, compliance etc.