CHRO

Overview of the role:

• The company is looking for a process oriented HR leader who can bring the maturity of a large organization in the system.
• Opportunity to learn and grow in a progressive work environment.

Key Responsibilities:

• Define the vision and deliver associated programs globally for the company to achieve the business goals from a long term perspective through a strategic HR plan
• Talent Acquisition and Retention
  • Drive the annual plans for the company in terms of talent acquisition & retention
  • Strategize and lead all people related interventions like PMS talent management OD talent reviews assessment centers etc.
  • Driving the learning and development interventions for all the employees globally and facilitate is creating a culture of collaboration and collective success
  • Design and develop HR practices that ensure the right employer branding and help to attract and retain the best talent in market
• Rewards Recognition and Compensation
  • Designing and putting the talent management framework to link it directly to a reward based flexible performance system and leading the change management for the same
  • Guide the senior management and business heads to provide the support and perspective require to make critical employee related decisions through a data backed approach
• Employee Growth
  • Be the custodian of the company culture and values institutionalizing and promoting them across the organization at all times
  • Be responsible for a developing a team of direct reports to take up additional responsibilities
• HR Operations
  • The HR Leader will oversee any/all restructuring activity which involves financial and disparate impact analysis (if required) creating a communication strategy and severance and retention plans as needed to support the business
  • Ensure all legal and statutory compliances are met at all times

Leadership & Accountability:

• Build cohesive teams of people within the organization valuing team spirit
• Share achievements with the team such that each team member feels valuable and appreciated
• Take ownership for policy regulation and compliance in all relevant areas
• Go getter attitude Collaborative Agile Responsive Persuasive
  

People Development:

• Create an atmosphere that promotes moral ethical and legal business conduct and ensures team is meeting customer needs and contractual obligations.
• Develop and Implement an effective coaching plan with the individual/team
• Effectively guiding the performance and career development of the people
• Accountable for performance and personal development of the team.
• Set high expectations for self and others and clearly communicate them. Challenges self and others to achieve at high levels.
• Effectively manage the biannual performance review process providing honest and encouraging feedback regarding career and growth potential to the team
• Encourages Managers to lead and apply performance management activities.
• Act as a role model and mentor to support and develop senior professionals into new leaders.
• Acknowledge and reinforce high quality work and outstanding performance efforts
• Facilitate efforts to increase retention and utilization
• Ensure that all staff complete and gain appropriate individual training plans annually.
• Actively participate in training and development programs.
• Create a culture which is based on knowledge sharing and learning from best practices.
• Develop and follow a personal plan to stay abreast of industry/ business developments and market trends.
  

Values and Ethics:

• Coach others on the significance of the values & help others identify where they should be demonstrating the values
• Demonstrate the values even when operating in complex and ambiguous situations