Primary Responsibilities for the GREENFIELD PROJECT, but NOT limited to:
Build a progressive HR organisation and climate from scratch through OD interventions right from the scratch for the entire organisation.
Designing, Developing, Envisaging and rolling out the entire HR Systems and Processes for the Greenfield project would be your main goal.
Building a highly effective Performance Management Systems for the entire organisation ground up.
Devising the complete Employee Engagement strategy and ensure successful delivery
Work along with the C&B, TA, ER to define organization's HR Framework for the entire organisation would be a key role.
Conceptualizing, developing and deploying an evolving Human Resources Strategy in alignment to Business Deliverables. Being a green field project, manage the challenge to balance between heritage practices and benchmark practices.
Focusing on Core Values and Competencies, the Human Resources systems and Processes, are integrated to bring agility and alignment from long as well as short term business.
Developing Human Resources organization and Competencies to create Human Resources bandwidth and depth to enable deliver at high asking rate.
Creating Human Resources Process with focus on customer (Internal and External) requirements and integrating critical to quality parameters with efficiency and effectiveness measure
Strategic Talent Acquiring (White Collar Employees) to build organization capacity from core group in a Short Span.
Hiring Philosophy with Long Term Objective
Organization Planning with Sustenance as core objective
Integrated Campus Hiring Programs GET / DET , to create Talent Pipeline
Low Cost Hiring Strategy
Focusing on relevant Training and Development Framework to enhance employee capability in line with business deliverables
Focus on Individual and Team Capability development
Developing competencies in alignment to Core Business Competencies , deliverables
Incubation for steady capability input covering all employees
Focus on learning transformations at work place through deploying training effectiveness process
Focus on development of process based Fundamental Skills to match ramp up skill requirements.
Developing a Business Sustenance Model and rolled out Leadership Development Program across levels to promote leadership behaviors and create leadership pipeline in alignment to business growth plans
Enabling Managers with Coaching and Mentoring skills to effectively contribute on leadership framework.
Creating Employee Engagement framework with backdrop of new employees in the organization
Focus Employee Grievance Mechanism for immediate resolution and communication
Employee Involvement Pride and Recognition schemes
Recreation n engagement to enhance employee motivation
Developing Compensation Philosophy with long term objective aligned to Business objectives.
Performance Management system to enhance productivity and inculcate behaviors to augment business results
Strong process measures
Continuous monitoring and Improvement to achieve high service levels.
OD Intervention :
Develop strategic partnerships with the Executive Team, HR specialists and other internal clients to identify and intervene on change management initiatives that foster organization learning and address corporate strategic goals and needs.
Proactively addresses and responds to O.D. issues by bringing key stakeholders together to assess root causes and performance gaps, implementing and/or supporting implementation of appropriate interventions, including strategic planning, tactical and project planning, facilitation, instruction, program design, materials development and performance analysis.
Develop interventions about impacts resulting from whole organization changes (i.e. specific Project).
Providing project management for organization-wide projects/initiatives as required, facilitating team efforts and helping to define project goals, timelines, resource requirements and planning to cope with conflict or stressor points in the plans.
Consults with organization administration regarding strategic planning sessions for groups to clarify, communicate and act upon the vision and goals of their department within the vision and goals of their program or department within the context of the organizations mission, vision and values.
Must be a Full time MSW / MBA (HR) from a Reputed college
Ideal candidate would be currently heading the Plant HR & ER for atleast 1- 2 large Plants either as the Head or as a No. 2 in the Plant HR Function preferably in the Auto OEM.
Significant current experience would be in Plant related HR
Proven track record of managing White Collar Hiring, OD Interventions, Compensation & Benefits would be most preferred.
Excellent communication and inter personal skills is definitely needed for this role.
Pedigree of experience encompassing Change Management, OD, Cultural reforms within a large manufacturing with experienced workforce would be preferred.
Out of the box thinker and problem solving capability
Less than 36 years of age preferred but not restricted.
Open to travel if required.
Knowledge in Setting up New Project, systems and process implementation for a Greenfield Project.
Sound knowledge of automobile system and Process.
Strong Sense of responsibility to proactively achieve the given target Schedule control skills.
Strong coordination skills, high intercultural sensitivity and flexibility.
Willingness to be a long term member of a newly build team.
Should have Leadership Competencies such as Planning, Organizing, Strategic Vision, Interpersonal relations, Interpersonal skills, Communication skills, Quality Focus.