dgm hr

Responsibility

• Strategizing and Planning: HRPolicy/Process Implementation.
  • Communicate: Communicate /articulatethrough workshops the corporate documents like Vision/Mission GoalsStrategies Policies People Policies Strategies Programsinterventions through appropriate channels.
• • Coach &facilitate: Apply training and coaching formulae inenabling managers/supervisors.
• Talent Acquisition and Management:

Establish and sustain arobust Talent Acquisition and management framework for attractingand retaining the best talent; keep hiring costs low. Should havehad hands on experience in leadership hiring.

• Culture building/Change Management :

3.1 Own andanchor : Performance management framework Capabilitybuilding Engagement Rewards Talent Review. Implement/track theprogress Create and circulate dashboards thereby raising alerts andowning closure of gaps duly.

3.2 Work withorganizational development specialists and evolve aptinterventions.

3.3 Change: Implement change managementinitiatives and culture building Exercises.

• Leadership capability building & EmployeeCapability building

Support site functional leaders in Leadershipdevelopment/capability building in line with companywide strategy /plans. Identify the needs for building/enhancing the leadershipcapability and cocreate the implementation planner and driveimplementation and track effectiveness. Evolve in consultation withL1 leaders the employee capability/competency/skill building planand track training effectiveness and to carry out the relevantconversations/actions.

• Learning Charter : Implement thecompanywide and site specific/business specific L&D programsand track effectiveness.
• TalentManagement/Review Performance Mgt: Support the AnnualTalent Review process and drives IDPs.
• Employee Experience enhancement & EmployeeEngagement : Find opportunities in every process/system inHR to engage the stake holder better. Administer EmployeeEngagement surveys and evolve actions. Drive powerful touch pointseffectiveness. Draw inferences from Attrition analysis/ Retentionanalysis/ Exit interview analysis and evolve engagement actions.
• Employee Feedback / Grievances: Encourage/appreciate feedback and coach Frontline leadersin straight listening and straight talking. Be the employeemediator in genuine plea.
• IndustrialRelations Legal and compliance. Should be hands on inhandling in IR Legal and union related matters. Should have managedpeople related compliance aspects.