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motivated, committed and engaged workforce. The incumbent would thus develop HR strategies to prepare the
organization to take the next level leap of growth. Talent Management
Creating an environment for talent mobility and architecting all the requisite processes requiredStrategizing and leading all people development interventions for the organization which will transition from the
Talent Acquisition team and include candidate onboarding, talent engagement, executive assessment, coaching,
individual development planning, talent review, succession planning and executive development programs
Supporting the development of high potential employees at senior and mid-career levels, ensuring an enhanced
pipeline of high performing professional talent
Establish a robust performance management process backed by strong IDP’s/ PIP’s and development discussions
Have a robust succession plan in place to make sure talent needs are met & risk is mitigated
Working with business groups to assess, create and implement innovative solutions for a variety of employee
engagement initiatives.
Ensure Talent is supported by mentoring & coaching to overlook their holistic development
Ensure the right rewards and retention principles are implemented
Partner with managers to retain, develop and motivate people to reach their full potential.
Provide compensation support including salary planning, approval of salary actions, promotions and job re-leveling.
Performance Management System
Leading the performance management process for the organization with a focus on consistent implementation and
capability building
Setting goals and review processes thereby building and nurturing a high-performance culture within the
organization
Integrate the PMS into the merit related increase and payouts Organization Development
Organization Development & Effectiveness; Advising on business specific OD intervention
Lead the organization cultural transformation exercise and be a change agent
Encourage Leadership development for senior Management & critical talent
Collaborate with the leadership team on the formulation of key strategies by anticipating Talent Management issues
and solutions as appropriate
Benchmark HR practices of the organization with the industry standards; continuously identify process improvement
and drive best in class HR SOPs
Learning and Development Driving the culture building exercise and play a critical role in strategizing Learning & Development interventions to
strengthen the people capability.
Responsible for developing and implementing an organization wide Learning & Development strategy that facilitates
and drives individual development and capacity building in line with organizational requirements.
The position will involve collaborating effectively with people at all job levels and interacting with a diverse group of
individuals and functions to ensure the achievement of individual, functional and organizational goals
Conceptualizing innovative and flexible methods to address the developmental and capacity building needs of the
organization
Organizing and anchoring the New Hire Orientation program to enable acculturalization of new joinees
Reviewing and refining existing systems and processes, and setting up new processes as required, including
preparation and tracking the annual L&D Budget. Policy, Process & Systems
Lead the automation of HR processes and drive implementation of effective tools & technology for effective
employee engagement. Experience in implementation of HR systems SAP/ Workday etc. is essential
Ensure the set standards and process are followed
Train the HR teams in the process and policies to ensure effective delivery of HR services
Establish a review process to ensure that policies and process are reviewed and updated for ease of access and use
Drive the simplification agenda for the function by eliminating waste and applying lean standards at work.
Provide ongoing support to the leadership team on HR related matters, policies, and procedures Driving Manpower Efficiency Being a part of the cross-functional team responsible for driving the workforce management module of the
Manufacturing Excellence project aimed at improving people productivity at our plants and actively lead pruning
existing manning to industry benchmark levels
Identifying and institutionalizing manning norms for different roles at our manufacturing plants, R&D centers and
for the corporate functions
Calculate and manage the annual financial implication of proposed manpower
Carry out internal & external studies along with review of the existing manpower, benchmark with similar plants,
identification of gaps and providing recommendations on proposed manpower. Compensation and Benefits
Design, simulate and implement the Organization Compensation philosophy
Manage end to end compensation and benefits strategy to ensure having market competitive compensation to
attract & retain talent. This will also include designing effective rewards, incentives, and employee ESOP schemes