Consultant at Rodic Consultants
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Vice President - Human Resources - Construction/Consulting/IT/ITES Sector - XLRI/TISS/FMS/MDI (15-20 yrs)
VP- Human Resource
Key Purpose of the Job (Position Summary)
Responsible for leading the human resource function of the company to enable building a conducive work place and enable attracting, engaging and developing appropriate talent to meet the business vision
Key Accountabilities
- Hiring of quality talent in line with the Plan and in time
- Managing the overall manpower cost and HR budget
- Reporting into CEO and working alongside vertical heads.
- Performance management and training vis-a-vis plan & timelines
- Employee engagement levels
- Attrition levels
- Capability development
- Statutory compliances related to HR
Key Functions & Responsibilities
Strategic
- To develop a strategic HR plan to meet the organization's objectives and identify HR initiatives required
- To ensure that organizational vision, mission and values are translated into HR policies and practices
- To strategise the employment model for the organization including various models of employment and outsourcing to enable a strategic advantage
- To envision and create a strategy to address the Organisation's capability development needs including a leadership pipeline
- To participate as a member of the Leadership team in strategic decisions
Operational
Manpower Planning
- To evolve organization structure based on business needs from time to time.
- To develop the manpower plan in consultation with other functional heads to ensure optimum workforce within organization and to institute measures to address long term needs
- To institutionalize the implementation of a proper system of manpower approval and hiring
Attracting & Hiring Talent
- To ensure availability of manpower as per agreed Plan
- To ensure implementation of hiring processes that enable hiring of high quality talent and in the required time frame
- To build the Employer Brand to enable attracting talent including building relationships with campuses, participation in branding opportunities, etc
- To monitor recruitment costs and ensure costs are within the approved budgets
Building a Conducive Work Environment
- To work with top management and line managers to build the processes and implement policies that are conducive to building a conducive work environment and enable positioning the company as a good employer
- To develop and implement HR policies that are conducive and competitive while meeting the company's values and business needs
- To build and maintain a close rapport with employees across the organization and all locations together with the HR team
- To foster a culture of openness, transparency and accessibility of HR
- To ensure speedy and fair redressal of employee grievances and concerns
- To enlist the support of and build skills in managers at all levels to build a conducive performance oriented work culture with due focus on safety
- To take appropriate actions to enhance the overall level of employee engagement
Compensation & rewards
- To manage and monitor the compensation and benefits in the organization both to optimize costs and ensure retention of talent
- To institutionalize and implement systems and processes to ensure timely implementation and management of reward systems, increments and promotion policy
Performance Management
- To conceptualise and implement a performance management system aligned to the company's objectives, values and culture and ensure that it is transparent and effective and enables both rewards and career planning and development
- To develop the necessary processes and skills including identification of appropriate tools
Learning & Development
- To visualize and develop a L&D program to build organizational capability in line with the company's business plans
- To develop and implement the development plans including training, counseling,career planning and other development interventions
- To develop High potential identification and development programs
- To ensure appropriate Induction programs for new recruits
- To instituionalise systems and processes to build a leadership pipeline
- To develop and implement appropriate OD initiatives from time to time to meet specific objectives
HR Operations
- To formulate and administer employee-related policies.
- To ensure that the HR operations are managed smoothly and all employee records, compliances etc are well maintained
- To ensure that service providers are effectively managed within the cost budgets
Administration
- To formulate and execute various administrative policies across the organization.
- To manage the overall administrative activities in the head office to ensure that high-quality support services including housekeeping and upkeep of premises, front desk, secretarial assistance, cafeteria facility, travel assistance etc are provided to all staff
- To manage the administration budgets and ensure cost savings
- To provide support to the regional offices on administrative matters including hiring of premises, facility upgradation, support services, etc
Developmental
- Recruit appropriate talent where required for work area
- Carry out performance appraisals, assess capability, and training needs of individuals in the function.
- Career planning for employees through guiding, coaching, mentoring and motivating them towards superior team performance & for achieving department and units objectives.
- Develop team's capabilities and keep updated with the latest trends
Internal & External Interactions
Internal: All regional and site offices, Departmental and Functional Heads, employees at large
External: Consultants, Trainers, Placement agencies, Colleges/ Institutes, legal firms, statutory authorities
Education & Experience Requirement
- M.B.A with specialization in HR from a premier institute
- Experience in leadership role for 3-4 years
- Atleast 15 years of relevant work experience with atleast 2 years of leadership level experience
- Familiarity with construction, consulting, IT&ITES sector desirable
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