Looking for Zonal HR Lead for a leading Pharma Co based in Thane

Position- Zonal HR Lead- West

Reporting to- DGM HR

KEY RESULT AREAS & KEY PERFORMANCE INDICATORS:

1. Performance Management:

a) Accountable for achieving desired PDVT figures with respect to divisional PDVT of zonal employees.

b) Driving continuous performance management initiatives like RAG and conducting appropriate HR intervention like Achiever's Forum, PIP, Performance enhancement transfer etc to improve employee performance.

c) Responsible for managing timeline wrt to goal setting and annual appraisal including running bell-curves for performance distribution and right reward behaviour within timelines.

Transformation:

d) Responsible for entire employee sentiment survey and action theme implementation in zones and achieve more than 90% Engagement and Enablement scores.

3. Talent Management:

e) Accountable for maintaining attrition of zone within agreed targets (Overall attrition - YOY- 5% lower, New joiner's attrition- Not more than 10% and Involuntary attrition- YOY 5% lower)

f) Accountable for conducting 30-60-90 days onboarding experience facilitate early confirmation of 80% of the new joiners.

g) Custodian of Buddy program at zones and recruit, facilitate and manage Buddies for smooth handholding of new joinees to minimize queries of new joinees and control new joiner's attrition within targets.

h) Accountable for conducting periodic employee connect platforms like MYL for new joinees, People Day and Family Day, any geography people platform and leverage employee engagement and maintain MyVoice engagement score above 90% for domestic business.

i) Conducting 9 box matrix for leadership positions and curate career progression via job enrichment, enlargement and placements of top resource of box No 9.

j) Conducting Assessment Centres and develop First line managers via IDP.

k) POC for employee query management.

4. Talent Development:

a) Conduct level wise Talent Development platforms as per Learning Calendar.

b) Build an edge over current competency level of people at zones.

5. Talent Acquisition:

a) Drive creation of human capital via alternate channels like Campus hiring to achieve staffing targets in critical vacant geographies and recruit 10% of budgeted expansion.

b) Custodian of all Managerial Hiring using IJP, Assessment & Development Centre model and references and close 50% of managerial positions via IJP

If your profile is relevant, kindly share it with following details:

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