DGM HR

Responsibility

1. Strategizing and Planning: HR Policy/Process Implementation.
   1. Communicate: Communicate /articulate through workshops the corporate documents like Vision/Mission Goals Strategies Policies People Policies Strategies Programs interventions through appropriate channels.
2. 1. Coach & facilitate: Apply training and coaching formulae in enabling managers/supervisors.

1. Talent Acquisition and Management:

Establish and sustain a robust Talent Acquisition and management framework for attracting and retaining the best talent; keep hiring costs low. Should have had hands on experience in leadership hiring.

1. Culture building/Change Management:

3.1 Own and anchor: Performance management framework Capability building Engagement Rewards Talent Review. Implement/track the progress Create and circulate dashboards thereby raising alerts and owning closure of gaps duly.

3.2 Work with organizational development specialists and evolve apt interventions.

3.3 Change: Implement change management initiatives and culture building Exercises.

1. Leadership capability building & Employee Capability building

Support site functional leaders in Leadership development/capability building in line with companywide strategy / plans. Identify the needs for building/enhancing the leadership capability and cocreate the implementation planner and drive implementation and track effectiveness. Evolve in consultation with L1 leaders the employee capability/competency/skill building plan and track training effectiveness and to carry out the relevant conversations/actions.

1. Learning Charter: Implement the companywide and site specific/business specific L&D programs and track effectiveness.
2. Talent Management/Review Performance Mgt: Support the Annual Talent Review process and drives IDPs.
3. Employee Experience enhancement & Employee Engagement: Find opportunities in every process/system in HR to engage the stake holder better. Administer Employee Engagement surveys and evolve actions. Drive powerful touch points effectiveness. Draw inferences from Attrition analysis/ Retention analysis/ Exit interview analysis and evolve engagement actions.
4. Employee Feedback / Grievances: Encourage/appreciate feedback and coach Frontline leaders in straight listening and straight talking. Be the employee mediator in genuine plea.
5. Industrial Relations Legal and compliance. Should be hands on in handling in IR Legal and union related matters. Should have managed people related compliance aspects.