Chief People Strategist

The Deputy General Manager Human Resources position spearheads the human resources function for Quality & Operations functions. This role provides strategic HR business partnership to the Site Leadership team, developing and implementing human resources strategy and policy in support of business objectives.

This executive manages harmonious industrial relations and ensures legal/ statutory compliance across the site. Key responsibilities include:

• Strategic HR Partner: As Site HR Head, this individual plans, implements, and evaluates employee relations and human resource programs and practices. They partner with business to understand business needs and align people strategy to the same.
• Talent Acquisition and Onboarding: Responsible for Talent Acquisition by providing a talented workforce within time-allocated targets (TAT) to ensure business continuity. This involves identifying manpower requirement based on business priorities and planning budget, hiring accordingly. Ensuring best-in-class onboarding experience for new joiners is also a key responsibility.
• HR Manpower Planning, Budgeting: Assists in the budgeting process of all HR items (Manpower costs, Operational Expenditure Costs) and headcount requirement. Periodically reviews and monitors actual spend vis-à-vis approved budgets, optimum utilization of manpower budgets, and trend analysis to ensure manpower cost is within budget. Identifies opportunities for savings and realizes periodic savings.
• Performance Management: Drives continual performance management and annual compensation review for the site. Trains line managers on goal setting and sharing performance feedback. Enables business leaders to take appropriate decisions regarding promotions, compensation revisions, etc.
• Talent Management: Implements periodic talent management reviews and ensures their development/retention plans are executed. Creates and implements succession plans for critical roles. Understands talent priorities of the site, identifies development needs, and drives programs to address these.
• Learning & Development: Promotes a culture of learning and high performance. Identifies training needs, prepares a training calendar, and evaluates the training efficacy. Works with corporate HR teams to implement various training programs for the site.
• HR Compliance & Statutory Obligations: Responsible for ensuring HR legal compliances by monitoring and implementing applicable statutory laws, maintaining records, and representing the organization at various associations related to human resources. Liaisons with various statutory bodies and government agencies to ensure compliance.
• Labour Management: Maintains a harmonious and productive IR environment. Tracks productivity and identifies scopes of cost savings. Ensures all statutory compliances are followed by manpower vendors. Maintains a healthy and productive work environment, identifies and resolves employee grievances in a timely manner. Takes appropriate disciplinary actions as per laid-down processes.
• Employee Engagement & Wellbeing: Implements initiatives and carries out activities on a day-to-day basis to impact key drivers of employee engagement. Leads wellbeing initiatives at the site with an objective to achieve holistic wellbeing of employees at the site.
• HR Operations: Supervises and reviews all HR operations pertaining to employee lifecycle with an objective of streamlining and bringing in more efficiency.
• Guide and Coach HR Team Members: Guides and coaches HR team members to take higher responsibility, effective stakeholder management, and develop next-line leaders.
• Special Projects: Supports conceptualizing and execution of special HR-related projects to meet specific business needs from time to time.

Educational Qualifications:

Masters in Human Resource Management or MBA HR

Experience:

• 15+ years' experience handling HR function. Experience in manufacturing set-ups is preferred.

Knowledge and Skills:

• Human Resources Operations, Industrial Relations
• Understanding of labour legislations
• Strong business acumen
• Excellent management skills with ability to influence management
• Excellent analytical ability
• Ability to interface with all levels of management, especially senior-level stakeholders