Mill HR Manager - FMCG

Mill HR Manager

About the Company :

An American personal care corporation, listed among the Fortune 500 .

Job Description :

Percent of Total Job : 20%

Major Action : HR Business Partner

Mill HR Strategy :

- Develop a HR OGSIM/Strategy for the mill.

- Implement Mill HR strategy, plans and programs

Mill Partnership :

- Partner with mill management providing: proactive feedback, information, consultation support

- Liaise with Country Strategic HR Business partners providing: proactive feedback, information, consultation support

Function HR Partnership :

- Liaise with the Corporate HR Services and Support Centre providing: proactive feedback, information, consultation support

- The development and implementation of an annual HR Strategic plan that indicates key business initiatives and rationale to support the plan. In addition indicates key HR initiatives for the following year.

- Proactively or as requested, recommendations that enable the continuous improvement and the development of the Corporate HR, India Strategies and initiatives.

Ways to Measure Accomplishment (How you can tell you have done it- Consider how you will measure and differentiate employee performance during the annual review- )

- Timely development and implementation of the OGSMI. Quality of the plan rationale.

- Meeting deadlines when asked for feedback to Corporate HR Strategies and Initiatives - quality of recommendations, Pro-activeness in providing recommendation

Percent of Total Job : 70%

Major Action : HR Centre Of Excellence

- Continuous improvement and implementation of core HR processes, as follows:

Talent Acquisition :

- Represent Mill in the development of HR COE Talent Acquisition strategy, plans and programs

- Implement Talent Acquisition strategies, plans and programs

- Execution of Mill Talent Acquisition programs, policy and procedures

- Liaise with the South Asia Talent Acquisition COE to provide proactive feedback, information, consultation support

- Manage the Mill Manpower Planning process to provide competitive advantage and support/alignment with Business strategy/objectives

- Manage Contract Labour strategy to provide competitive advantage and support/alignment with Corporate Contract Labour strategy/objectives, including the identification, evaluation and selection of Contract labour suppliers and the management of Contract labour agreements in accordance with agreed service levels

Organisation Development/Organisational Effectiveness :

- Represent the mill in the development of HR COE OD/OE strategy, plans and programs

- Implement OD/OE strategies, plans and programs

- Execution of regional OD/OE programs, policy and procedures

- Liaise with the South Asia OD/OE COE to provide proactive feedback, information, consultation support

Performance Management :

- Represent the mill in the development of HR COE PM strategy, plans and programs

- Implement Performance Management strategies, plans and programs

- Execution of regional Performance Management programs, policy and procedures

- Liaise with the South Asia Performance Management COE to provide proactive feedback, information, consultation support

Rewards :

- Represent the mill in the development of HR COE Reward strategy, plans and programs

- Implement Reward strategies, plans and programs in coordination with SA COE Rewards Manager

- Execution of regional Reward programs, policy and procedures

- Liaise with the global Reward COE to provide proactive feedback, information, consultation support

Learning and Development :

- Represent the mill in the development of HR COE L&D strategy, plans and programs

- Implement L&D strategies, plans and programs

- Execution of regional L&D programs, policy and procedures

- Liaise with the South Asia Reward COE to provide proactive feedback, information, consultation support

- High levels of Mill performance and employee engagement

- Timely execution and continual management of Core HR Processes

- Development of Mill HR initiatives that align with Corporate strategies and guidelines

- Compliance by all employees with Corporate strategies, guidelines and programs

- Ensure all HR Strategies, objectives and initiatives are in compliance with Company CFI's and Internal Control Policies

Ways to Measure Accomplishment (How you can tell you have done it- Consider how you will measure and differentiate employee performance during the annual review- ) :

- Achievement of Mill and HR objectives - Metrics to be defined

- Meeting deadlines of execution of Core HR Processes strategies and programs

- Quantity, Quality and alignment of Mill HR initiatives

- Non-compliance of employees to Corporate strategies, guidelines and programs

Percent of Total Job : 10%

Major Action : Mill Leadership

HR Performance, Measurement and Evaluation :

- Work with Mill Management and Country HR Leader to develop the metrics and processes to evaluate the Human Resources functions performance

Budgeting and Forecasting Review and Analysis :

- Monitor annual/standard/ad hoc HR budget reviews/forecasts and requests i.a.w. CFI's

- Provide ad hoc and/or standard budgeting analysis and reporting

- Continuous development and improvement of the HR Function delivery

- To ensure delivery of an accurate budget that enables delivery of fixed cost for product price modelling

Ways to Measure Accomplishment (How you can tell you have done it- Consider how you will measure and differentiate employee performance during the annual review ) :

- Development and reporting of HR KPIs

- Delivery of budget to agreed timeline and delivery of annual deliverables within budget

Percent of Total Job : Ongoing

Major Action : Talent Management

- Develop Mill HR employees to their full potential through Performance Management coaching, appropriate learning and education, goal setting and career development.

- 100% completion of a Performance Management leadership deliverables for each subordinate.

- 100% completion of a Career Development Resume (CDR) for all subordinates.

- High Level of motivation and retention of skilled and talented employees.

Ways to Measure Accomplishment (How you can tell you have done it- Consider how you will measure and differentiate employee performance during the annual review) :

- Completion and quality of PM Deliverables

- Resignation rate and reason.

- Growth and development of team members instigated and supported.

Isha Singh