Deputy Chief Manager

2 months ago

Mumbai, India Piramal Group Full time

Business: PPL Central Partner Functions 
Department: HR
Location: Kurla, Mumbai
Travel: Low

Job Overview The primary objective of the role is to attract, hire, motivate and retain fit for purpose talent in line with business needs The incumbent will work in close collaboration with the HR CMoEs and the functional leadership teams of different corporate functions The role will partner with the business functions and support in delivering the HR strategy effectively
Key Stakeholders: Internal Employees, Corporate Function Heads, HR CMoEs Key Stakeholders: External  Candidates, Vendors, Consulting firms Reporting Structure Role reports to Head (BHR) PPL Corporate
Experience to years of work experience relevant experience in the area of HR business partnering
Competencies Analytical Skills
Decision making
Strong communication skills, build a strong working relationship with all stakeholders and the ability
to influence fact based and logical conclusions.
Demonstrate high levels of Ownership & Accountability.
Ability to organize their work, plan well and prioritize based on impact on work.
Action oriented and results driven

Key Roles/Responsibilities:

Workforce Planning
• Participate in workforce planning budgeting exercise for the assigned domain with focus on
productivity and optimum utilization of employees 

Talent Acquisition
• Partner with the central Talent Acquisition team to attract and engage diverse talent for meeting the hiring requirements of the different functions
• Manage and report key metrics such as TAT and Quality of Hire 

Learning and Development
• Lead the annual learning needs identification exercise and execute capability development
interventions for employees in line with business and individual needs
• Partner with learning team to create and implement plans for functional academies
• Monitor and influence participation in Group learning and development programs
 

Talent Management
• Talent review, identification, competency assessment, closure on feedback and creation of
individual development plans
• Support in building the talent pipeline for critical positions by developing robust career & succession planning mechanisms, retention of key talent
 

Performance Management
• Drive the goal setting and performance management process for the employees Manage end
to end year end assessment cycle with implementation of increments, promotions and performance pay plans
• Benchmarking of compensation, pay mix and benefits to provide a competitive total rewards
offering to employees
 

Communication and Engagement
• Drive and sustain engagement across functions through various HR programs and initiatives such as but not limited to bi annual engagement survey roll out and action planning, rewards and recognition, town hall, employee connect sessions, communication meets and one on one check ins
• Connect with key stakeholders to understand people needs and provide desired support proactively sense and address employee grievances/concerns etc
 

Continuous improvement
• Participate in continuous improvement projects
• Carry out benchmark surveys to map best HR practices processes across industries and interact with senior stakeholders to incorporate those in current HR Systems, as appropriate
• Partner with Senior HR stakeholders to implement organization wide HR change initiatives and partner with Business leaders to drive the same across the organization

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