DGM HR

Job Description:

The job mission for this position is to lead the HR department and drive people management strategies that support the organisations objectives vision and values. To attract develop and retain a high performing competent compatible inclusive and diverse workforce and foster a healthy safe well-equipped and productive work environment for stakeholders in order to maximise individual potential expand organisational capacity and position organization as an employer of choice.

1. HR Strategizing / HR Policy Implementation.

Should be able to Communicate /articulate the Vision/Mission statement Organizational Goals Strategies Policies through workshops and other appropriate modes of communications.

1. Talent Acquisition and Management:

Should be able to establish and sustain a robust Talent Acquisition and management framework for attracting and retaining the best talent; keep hiring costs low and should have had hands on experience in leadership hiring within timelines.

1. Culture building/Change Management:

Own and anchor: Company Code (Communication > Collaboration > Ownership ) internalisation across the company New Performance management framework Capability building Engagement Rewards Talent Review. Implement/track the progress Create and circulate dashboards capturing key metrics thereby raising alerts and owning closure of gaps duly. Work with organisational development specialists and evolve apt interventions.

Change: Implement management initiatives and culture building Exercises

1. Leadership capability building & People Capability building.

Support site functional leaders in Leadership development/capability building in line with company-wide strategy/plans. Identify the needs for building/enhancing the leadership capability & co-create the implementation planner and drive implementation and track effectiveness. Evolve in consultation with L1 leaders the People capability/competency/skill building plan and track training effectiveness and conduct the relevant conversations/actions.

1. Learning Charter:

Should be able to implement the company-wide and site specific/business specific Learning & Development programs and track effectiveness.

1. Talent Management/Review Performance Mgt:

Should support the Annual Talent Review process and drive IDPs.

1. People Experience Enhancement & People Engagement:

Find opportunities in every process/system in HR to engage the stakeholders better. Administer People Engagement surveys and evolve actions. Drive powerful touch points effectiveness.

Draw inferences from Attrition analysis/ Retention analysis/ Exit interview analysis and evolve engagement actions.

1. People Feedback / Grievances:

Encourage/appreciate feedback and coach Frontline leaders in straight listening and straight talking. Be the mediator in resolving grievances.

1. Rewards & Recognition (Compensation & Benefits) :

Maximize the people reach to the existing R&R windows and enhance participation rate. Collaborate with the functional leaders and help the deserving people to reward on time per framework. He should be adept with compensation and a benchmark for our industry and should adopt the best practices.