Senior Business Leader

Job Title: Senior Business Leader

About the Role:

The Senior Business Leader is responsible for overseeing multiple aspects of the organization.

Key Responsibilities:Budgeting & Resource Planning

• Prepare and review the annual headcount and labour cost budget, considering business needs and discussing with stakeholders to achieve optimal resource utilization.
• Finalize the organizational structure to support current and future business requirements.
• Be responsible for headcount forecasts.

Talent Acquisition & Management

• Ensure all open positions are filled as per manpower planning for each department and approved by management.
• Prepare organization charts by the end of every month and submit them to Corporate HR.
• Review and verify job descriptions for new and existing employees in line with business requirements.

Policy Implementation & Compliance

• Provide inputs to the Systems Group for designing relevant HR policies and help evolve location-specific policies.
• Train employees on SOP compliance and review audit findings.

Single Point of Contact & Integrated Services

• Be the single reference point for all HR areas of the business.
• Work in an integrated role of an HR Manager spanning across all areas of HR for business.
• Participate in various CSBU meetings and ensure HR issues are properly addressed for the business.
• Implement all HR programs and initiatives in the Location department/division.

Talent Development & Engagement

• Induct employees through appropriate induction mechanisms as per organizational SOPs and strive to constantly improve the quality of induction.
• Play a key role in talent identification, development, and retention.
• Undertake employee engagement to identify interventions that motivate employees and make Cadila a great place to work.
• Address employee grievances in a timely manner.
• Initiate individual development plans for employees and identify relevant programs such as job rotation, training, and on-the-job training in discussion with business heads.
• Review training needs of all category employees through feedback forms, HODs, and performance appraisals.
• Review the training calendar for the next year.
• Ensure proper evaluation of training imparted to various categories of employees.

Organizational Development Initiatives

• Lead change initiatives in own areas and support continuous improvement in the plant.
• Conduct organizational health surveys in the plant.
• Analyze results of surveys and highlight areas of improvement.
• Develop action plans and communicate results to all members in the plant.
• Allocate responsibilities and resources if required to meet business needs.
• Build and maintain a culture of continuous improvement to make Cadila a better place to work.

Employee Relations & Compliance

• Interact regularly with union committees for smooth employee relationships and resolve union issues and employee grievances amicably.
• Take disciplinary actions to maintain discipline in the plant.
• Review court cases and minimize them to ensure effective strategy to resolve/settle in a proactive manner in the company's favor for smooth employee relationships.
• Interact with advocates regularly for effective handling of court cases.
• Carry out productivity-based settlements on site/group company.

Budgeting & Financial Management

• Prepare HR and Admin. Budget pertaining to Revenue and Capex on a yearly basis.
• Ensure that all expenses strictly remain within the budget by maintaining effectiveness of the department's functions.

Statutory Compliances & Governance

• Ensure full compliance with statutory laws for Unit-I and Unit-2 and review the status in Legatrix System (CATS).
• Clearly communicate the impact on operations in case of non-compliance to all departments.
• Liaise with government officials and local authorities.
• Ensure timely and accurate updation and maintenance of all statutory records.
• Coordinate inspections at the plant.

Performance Management System

• For the new calendar year, based on business goals and unit head's goals and action plan, set goals and action plans for all employees in December.
• Ensure complete mid-year reviews of goals for all category employees by the given timeline.
• Prepare performance sheets and send consolidated sheets with ratings of individual employees for increment exercises.
• Based on performance ratings counsel employees for higher performance.
• Initiate performance management activities annually, midterm, and ensure timely completion.
• Initiate PIP in the respective Location/department/division.

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