Head - HR

Confidential
  • Nigeria
  • Confidential
  • 19-25 years
  • 364 Views
  • 24 Apr 2016
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  • Senior Management-HR

  • FMCG/ Foods/ Beverages
Job Description

PROFESSIONAL QUALIFICATIONS:

Ph. D in HR preferred, PQE 5 Years ( But not a must)

MBA (HR and OD) : PQE- 20 Years/ MSW (PM&LW) PQE- 20 Years
PROFESSIONAL CERTIFICATIONS:

Certified International Executive Coach (Either by ICF or ICC or Marshall Goldsmith)

Organization Development Certified Professional
Internationally Certified Trainer on Behavioral Sciences
360 Assessment Certification
Internationally Certified Behavioral Assessor from reputed source.
Internationally Certified Competency Based Interviewer.
Proven expertise in human resource management both at Corporate and Plant level.
Sound knowledge of Employment Principles, Best Practices and Legislation.
Excellent inter-personal, communication, analytical, consultative and mentoring skills.
Selfmotivated, confident and people development oriented.
SUMMARY OF ORGANIZATIONAL EXPERIENCE:
Total Experience20 Years (approximate).
Age: Not beyond 50 at the time of applying for the position.

ROLE AND RESPONSIBILITIES:
Working in Group Head Office of the Company and handling HR and People Culture function with reporting to Board/ Managing Director/ Chairman for a minimum of two years.

Major Responsibilities:

Formulation, Implementation and Review of Strategic Business Plan (Human Resource) as integrated with Business Strategy & Plan (5 year)

Managing Talent Management System acquisition, assessment, development, and retention

Coordinating Assessment and Development Centre (SHL Methodology) for various levels both as selection as well as development tool.

Coordinating Leadership Development initiatives through 360-degree Feedback and Executive Coaching (Marshall Goldsmith Model), Executive Education, Job Rotation, Krishna-Arjuna Scheme ( Mentor Mentee methodology), LIFE, etc.

Formulation and Review of Individual Development Plan (IDPs) for identified Talents and Identified High Performers (IHPs) thereby ensuring a culture of people potential development for enhanced business performance.

Managing Succession Planning and Development Process (4 Bullet Points)
Management of Differentiated Workforce Strategy.
Management of Learning and Development activities as calendarized.
Performance Management System including organizing Annual Goal Setting Workshop (VP/GM) with Voice of Customers.
Organizing Open House Communication Meeting with CMD and Whole Time Directors (5 meetings per year).
Conducting various innovative Employee Engagement Activities as calendarized such as MET, PRIDE, We-CARE, Coffee With MD, Udaan Competition, EE Events, CFTs, Self Development Scheme, etc.
Organizing and coordination Customer-In-Culture activities with cross-functional teams.
Coordinating Employee Engagement Survey (in association with reputed International agencies) once every two years with Action Plan for Improvement in place.
Coordinating Group Level Presentations before Chairman for greater HRD Focus Area, Industrial Relation, Talent Management System (VP/GM), etc.
Make HR Annual Budgets and Monitor expenses/cost.
Conceived, got management approval and successfully implemented innovative Employee Engagement Initiatives.
Should have played a pivotal role in restructuring of Marketing Organization successfully
Formed Learning Groups amongst young MCS as follow-up of training Ways of Winning (WOW) for further training other employees and adjudging Star Learners.
Initiated and operated Young Executives Meet for development of Leadership Pipeline.
Recognized for People Management and Best HR Practices by International Agencies of Repute.
Should have worked in a Fortune 500 Company for a minimum of three years.
Recruitment of personnel (technical/non-technical) at junior, middle and senior management levels through placement consultants, advertisements, job sites and referrals.
Coordinating recruitment for top management positions (President/Business Heads) for domestic and overseas position including preparation of expatriate compensation packages as per system.
Induction and orientation of new joinees for designated days. Developed Film based induction programme.
Also, ensuring KRAs for the employee in consultation with HODs.
Developing organization structure for the company and department and updating it from time to time.
Ensuring image building of the organization through different means and forums.
Implementation of annual performance management system.
Formulation of HR policies, systems and strategies and sharing with plant HR.
Preparation and updation of job description.
Manpower planning in coordination with departmental heads and reviewing with top management (MD/DMD and Directors).
Undertaking HR Audit of plants once in six months.
Statutory compliances under labour laws including relevant Shops & Establishments Act, Bonus Act, Gratuity Act, Employment Exchange Act, Maternity Benefits Act, PF Act, ESI Act, etc.
Wage and salary administration of employees.
Need based Training and development programmes (Internal and external) as per training calendar.
Employee grievance management on day-to-day basis

Preparation of monthly MIS and presenting before top management (MD/DMD & Directors).

Formulating simplified HR processes, systems and formats.

Taking Exit Interviews and providing feedback to HOD and Management.

Recruitment of personnel (technical/non-technical) from workers to managers through placement consultants, advertisements, campus selection, job sites and referrals. Head hunting for a few technical and commercial positions were also made.

Induction and orientation of new joinees for 2 days.
Implementation of quarterly and annual performance management system based on KRAs.

Formulation of HR policies, systems and strategies including HR Manual.
Preparation and updation of job description.
Manpower planning in coordination with departmental heads and Director-Operations and Projects.

Responsible for compliance of career planning and development system.
Undertaking HR Audit of all plants once in a quarter.
Management of large pool of contract labour and keeping various surveillance systems in place for timely information.
Conducted OD surveys on job satisfaction and retention management.
Statutory compliances under labour laws including Factories Act, Contract Labour Act, Bonus Act, Gratuity Act, Employment Exchange Act, Maternity Benefits Act, etc.
Wage and salary administration activities pertaining to managers, staff, workers and contract labour.
Supervisory and workman training, record keeping and adhering to training calendar.
Employee grievance management on day-to-day basis.
Preparation of various HR Reports on daily, monthly and yearly basis for Management.
Create a culture where the accident rate was very low.
Functioned as Member Secretary of Safety Committee and supervised workers canteen.
Framing of various SOPs as per GMP guidelines and various legal contracts.
Liaisoning with labour department authorities .
Creating, maintaining and updating personal files of the employees.
Issuing appointment letters, confirmation letters and acceptance of resignation letters.
Coordinating recruitment and induction of new joinees, ensuring completion of joining formalities.
Management of leaves and OD slips.
Statutory compliances under PF and ESI acts ( or as applicable by Statute) and maintaining records/registers and submitting annual and half yearly returns.
Preparation of attendance and payroll processing in a computerized environment.
Coordinating with Accounts department for payment.
Issue of performance appraisal form and consolidating information for managements decision making.
Settlement of full and final account of employees.