Job Description
Key Purpose of the Job (Position Summary)
This position shall be responsible for providing and managing end to end HR service delivery to the internal customers by proactively partnering with business divisions, understanding their requirements, and implementing HR services, policies and processes. The position will be responsible for attracting, motivating, developing and retaining talent for the assigned functions with the support of the COEs. The role holder is responsible for acting as a link between the Corporate HR and the business.
KEYPERFORMANCE AREAS
• Manpower numbers and budgets
• Reduction in % of role and person mismatch
• % completion of DAP (Development action plan)
• % positions filled internally
• No. of mandays for technical/ functional training
• Employee Satisfaction Survey (ESS) Score
• Timely completion of ESS action points
• % Retention and Attrition at managerial levels and Critical talent
• % identified succession options for all critical roles
• Adherence to budget KEY ACTIVITIES & RESPONSIBILITIES Strategic Tasks
• Formulate appropriate HR strategies and agenda in line with Division's needs, in consultation with the Head – BHR and the Division Head
• Frame thefunction wise HR and administrative budgets considering both routine & strategic initiatives and ensuring efficient and cost-effective administrative services
• Conduct effective manpower planning to ensure right-sizing across the division and the Plants
• Create a plan for talent acquisition, organizational development, performance management, capability building and retention management within the division and to lead implementation of the same with the support of the COE's
• Analyze HR trends and metrics for the division along Corporate HR team (Centres of Excellence and HR Operations – are these terms correct), in in order to determine the priorities and strategies for the division.
• Conceptualise, develop and execute special projects for the Business Division.
Talent Acquisition
• Define, estimate and budget the recruitment for the assigned functions
• Develop an overall manpower plan for the assigned function by working closely with the business heads and other functional heads to understand their requirement
• Decide the appropriate strategy for sourcing the candidates for all levels in the function
• Ensure the creation & maintenance of all Recruitment MIS, including a databank of candidates for various positions for filling future vacancies
• Supervise and manage all operational activities related to Talent Acquisition
• Ensure that recruitment targets are met with regards to timelines, quality and compliance to corporate recruitment policy
• Support the induction of all employees recruited for the Business division.
Performance management
• Assist line managers in effective implementation of the Performance Management system in line with corporate guidelines
• Assist the Line Managers in cascading KRAs to the junior most level
• Ensure the implementation of the dialogue process within the defined timelines
• Actively participate in the performance discussions with the Business Heads
• Involved in feedback to employees, counselling, coaching, collation of forms and ratings, ratings review and analysis etc.
• Handle employee grievances post performance management process at all the levels across locations
• Support in talent recognition and implement strategies for Succession Planning
Training & OD
• Consolidate function wise skill gaps/ training needs to organization wide Training Calendar in consultation with the Training & OD COE and Business.
• Ensure timely implementation of the training calendar based on training needs identified and the business imperatives
• Participates in evaluating and monitoring the success of training programmes and provides feedback to the Training team.
• Support the Training & OD team in implementation of interventions like employee engagement surveys, skills training, etc. for enhancing organizational effectiveness
• Drive timely implementation of Development Action Plans to ensure that employees developmental needs are met
• Review status of action points of interventions like ESS impacting employee engagement and productivity
Employee Engagement and other HR process related
• Manage and resolve employee relations issues
• Works closely with employees and the management team to improve work relationships, build morale through engagement initiatives and provide inputs to the OD team to design engagement programs.
• Engage with business to understand employee engagement related issues and concerns and provide inputs to the management
• Review and monitor all HR initiatives undertaken at the division and conduct an impact analysis of the same
• In line with corporate HR policies, conduct exit interviews for mid- senior level exits at the division, and to highlight concern areas to the Head HR Head and the Division head
• Review the exit analysis reports, and suggest corrective actions on any concerns that are highlighted
Functional Projects
• Collaboratively work with the business heads on projects such as capability building, productivity enhancement, KPI enablement, decision making matrix, and channel/vendor processes etc.
Communication and Internal Connect
• Continuously interact with all functional heads to understand their needs, address the issues within agreed timelines
• Develop and implement employee communication and information sharing systems and ensure close dialogue and communication with all levels of employees.
• Give constant feedback to the senior management team relating to employees morale and expectations so that necessary initiatives can be taken to improve morale & organizational climate
• Responsible for resolving employee queries / issues within the defined time frame – People Management
This position shall be responsible for providing and managing end to end HR service delivery to the internal customers by proactively partnering with business divisions, understanding their requirements, and implementing HR services, policies and processes. The position will be responsible for attracting, motivating, developing and retaining talent for the assigned functions with the support of the COEs. The role holder is responsible for acting as a link between the Corporate HR and the business.
KEYPERFORMANCE AREAS
• Manpower numbers and budgets
• Reduction in % of role and person mismatch
• % completion of DAP (Development action plan)
• % positions filled internally
• No. of mandays for technical/ functional training
• Employee Satisfaction Survey (ESS) Score
• Timely completion of ESS action points
• % Retention and Attrition at managerial levels and Critical talent
• % identified succession options for all critical roles
• Adherence to budget KEY ACTIVITIES & RESPONSIBILITIES Strategic Tasks
• Formulate appropriate HR strategies and agenda in line with Division's needs, in consultation with the Head – BHR and the Division Head
• Frame thefunction wise HR and administrative budgets considering both routine & strategic initiatives and ensuring efficient and cost-effective administrative services
• Conduct effective manpower planning to ensure right-sizing across the division and the Plants
• Create a plan for talent acquisition, organizational development, performance management, capability building and retention management within the division and to lead implementation of the same with the support of the COE's
• Analyze HR trends and metrics for the division along Corporate HR team (Centres of Excellence and HR Operations – are these terms correct), in in order to determine the priorities and strategies for the division.
• Conceptualise, develop and execute special projects for the Business Division.
Talent Acquisition
• Define, estimate and budget the recruitment for the assigned functions
• Develop an overall manpower plan for the assigned function by working closely with the business heads and other functional heads to understand their requirement
• Decide the appropriate strategy for sourcing the candidates for all levels in the function
• Ensure the creation & maintenance of all Recruitment MIS, including a databank of candidates for various positions for filling future vacancies
• Supervise and manage all operational activities related to Talent Acquisition
• Ensure that recruitment targets are met with regards to timelines, quality and compliance to corporate recruitment policy
• Support the induction of all employees recruited for the Business division.
Performance management
• Assist line managers in effective implementation of the Performance Management system in line with corporate guidelines
• Assist the Line Managers in cascading KRAs to the junior most level
• Ensure the implementation of the dialogue process within the defined timelines
• Actively participate in the performance discussions with the Business Heads
• Involved in feedback to employees, counselling, coaching, collation of forms and ratings, ratings review and analysis etc.
• Handle employee grievances post performance management process at all the levels across locations
• Support in talent recognition and implement strategies for Succession Planning
Training & OD
• Consolidate function wise skill gaps/ training needs to organization wide Training Calendar in consultation with the Training & OD COE and Business.
• Ensure timely implementation of the training calendar based on training needs identified and the business imperatives
• Participates in evaluating and monitoring the success of training programmes and provides feedback to the Training team.
• Support the Training & OD team in implementation of interventions like employee engagement surveys, skills training, etc. for enhancing organizational effectiveness
• Drive timely implementation of Development Action Plans to ensure that employees developmental needs are met
• Review status of action points of interventions like ESS impacting employee engagement and productivity
Employee Engagement and other HR process related
• Manage and resolve employee relations issues
• Works closely with employees and the management team to improve work relationships, build morale through engagement initiatives and provide inputs to the OD team to design engagement programs.
• Engage with business to understand employee engagement related issues and concerns and provide inputs to the management
• Review and monitor all HR initiatives undertaken at the division and conduct an impact analysis of the same
• In line with corporate HR policies, conduct exit interviews for mid- senior level exits at the division, and to highlight concern areas to the Head HR Head and the Division head
• Review the exit analysis reports, and suggest corrective actions on any concerns that are highlighted
Functional Projects
• Collaboratively work with the business heads on projects such as capability building, productivity enhancement, KPI enablement, decision making matrix, and channel/vendor processes etc.
Communication and Internal Connect
• Continuously interact with all functional heads to understand their needs, address the issues within agreed timelines
• Develop and implement employee communication and information sharing systems and ensure close dialogue and communication with all levels of employees.
• Give constant feedback to the senior management team relating to employees morale and expectations so that necessary initiatives can be taken to improve morale & organizational climate
• Responsible for resolving employee queries / issues within the defined time frame – People Management
💡 Quick Summary
Seeking a career-building opportunity? The Manager | Plant Human Resource position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in Halol offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Human Resource (HR) Jobs is a plus.
