HR Manager
4 days ago
:
BU HR MANAGERReports to (Job – Role)
: HEAD HR DOMESTIC OPERATIONS, PT&DReportee (Job – Role)
: SEGEMENT HRMinimum Qualification
: Post Graduate in Human Resource Management /Master of Social WorksKnowledge in Behavioural Science (Industrial psychology and sociology)Experience
: 10-15 years (Must have handled Talent acquisition, Talent Management, PMS, L&D & Employee Engagement.)Objective / PurposeBU
will support the Business Units to align the HR Initiatives and People strategy with Business objectives and Business needs. The role creates a value by driving people agenda with Business leaders and COEs, bringing full capability of PTD HR to achieve talent, Organisation and business outcomes. This will include aligning staff to Business objective with strong performance management process, recruiting right talent, building capabilities for current projects and future project requirements & designing succession plans.Enhancing the employee experience through Employee Engagement initiatives, providing HR solutions, resolving personnel grievances. Communicating role expectations, maintaining staff relations, updating policies and practices.Key Responsibilities
:Review with Business leaders on current and future state staffing and skill needs and designs talent acquisition strategies &capability development strategies to meet those needs. Actively participates in annual budget planning, forecasting process.Manage the life-cycle of the recruitment process to include: working with hiring managers to identify the required knowledge, skills and abilities, and the sourcing and recruiting, screening, and hiring of successful candidates. Maintain Talent Pipe line for ongoing and future projects.Conduct on-going training needs assessments and recommend staff training programs and develop training Calendar either facilitate the training or partner with L&D, IPM , CHR ,DC as appropriate.Support the BU heads in designing their structure, roles, responsibilities, manpower planning, job rotations, job enrichments and restructuring their Departments etcOversee the annual performance review while ensuring that performance management is an ongoing and effective process. Drive the FAIR (PMS) process in PT&D – at all eligible work levels.Implement all people initiatives in coordination with COEs for the BU including engagement, organizational design, change management, and talent & succession planning.Provide guidance and coaching to employees on employee engagement, employee relations, performance management, career development, talent assessment and retention.Support and enable implementation employee engagement surveys, action plans and ensure the targeted outcome is achieved.Support leadership on a variety of actions to include employee relations issues, policy interpretation and application; talent management and development.(Performance improvement plan, IDPs)Provide the MIS reports to Business & Functional Heads and ensure HR metric & SLA are adhered to.Coordinate with Segment HR on ensuring the correctness of employee data & its accuracy.Technical ExpertiseExcellent interpersonal and collaborative skills and proven track record of success in working with cross-functional teams.Strong oral and written communication skills and high degree of comfort explaining complex ideas to all audiences.Proficient knowledge of HR Policies and proceduresDemonstrated experience and passion for innovation, continuous improvement, and leading cultural change within HR and across the workplace.Proven ability to inspire, coach and develop effective relationships with all members of a team.Excellent analytical and problem solving skills.Ability to maintain confidentiality of highly sensitive information; high degrees of integrity and discretion are essential.Ability to act with a sense of urgency in a fast-paced environment in which the handling of multiple tasks simultaneously is the expected norm.Comfortable working in a culture of constant change and demonstrated track record of success in creative problem solving.Must be proficient with Microsoft Office SuiteKey Value DriversTargeted Results and KRA deliveries for the PT&D HR Operations functionAligning with HR goals and delivery and implementation of all COE Initiatives in PT&DFor ensuring that all service-level agreements are adhered to and ensuring that HR activities such as recruitment, Compensation management, Consequence Management etc. are carried out effectivelyBehavioural Attributes
:Business AcumenMarket ForesightLeveraging OpportunitiesCustomer at CoreSustainable PartnershipAnticipating Needs of BusinessCustomer CentricityChange ManagementChallenge Traditional ApproachesTake Calculated RisksCollaborate and InfluenceInternal StakeholdersExternal Stakeholders
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