AH HR

Job Purpose

Job Context & Major Challenges

• Localized Module Integration:
• Spearhead the adaptation and execution of diverse HR modules at varied site locations, each with its own set of challenges, resources, and operational methodologies. This includes customizing modules to suit specific site needs while maintaining corporate consistency.
• Cultural and Communication Overhaul:
• Lead a transformative initiative to reshape entrenched work cultures, advocating for open communication and collaboration across diverse teams and hierarchies. Address potential resistance, fostering an atmosphere of trust and adaptability.
• Dynamic KRA Alignment:
• Craft and manage a flexible KRA distribution system that aligns with fluctuating business needs. Ensure top-down coherence, and adapt strategies rapidly in response to shifts in organizational objectives, external market forces, or unforeseen challenges.
  

Key Result Areas

KRA (Accountabilities) (Max 1325 Characters)

Supporting Actions (Max 1325 Characters)

• Manpower planning and assessment matching with production target.
• Utilization of all available manpower resources at their most effective level.
• Ensure completion of payroll, statutory compliance returns as per various acts.
• Monitoring financial objectives by implementation of cost effective budget; scheduling expenditures, monitoring costs; analyzing variances.
• Ensure maximum utilization of available resources to make the system cost efficient.
• Make SOPs and its implementation for grievance handling system.
  

• Leverage HR metrics and analytics to derive actionable insights, inform decisions, and predict future HR trends. Utilize this data to refine HR strategies, ensuring alignment with business needs and enhancing overall workforce efficiency.
  

• Ensure submission of Goal settings within target timelines of Management.
• Responsible for collection of data for creation of talent pool, Potential assessment, DAC and share it with Corporate Talent Management team.
• Prepare competency mapping and succession planning for critical positions of Silvassa.
• Drive Rewards and recognition culture through proper implementation of PRAISE, PRIDE and Instant Sabashi Awards.
• Arrange exposure visits for employees
• Optimize the manpower and its future requirement in consent with Management.
• Develop skills matrix module for Silvassa employees
• Create a high performance culture enabling employees to contribute their best across all the Extrusion and Die Shop location of the organization.
• Ensure co-ordination with respective factory HR Heads implementation of performance management system in order to ensure employee performance is monitored / rewarded in a consistent manner within the Company's Performance management framework.
• Performance based pay, Reward and Recognition initiatives
  

• Conceptualizing & developing training & development initiatives for improved productivity, building capability and quality enhancement.
• Prepare annual training calendar for executives as well as for workmen cadre and get it approved from Corporate HR.
• Building in house capability for continuous skill up-gradation
• Identifying capable workmen and developing them into Supervisors
• Training workforce to multi-skill to manage impact of absenteeism
• Training communication and records maintenance through ELM Module.
• Responsible for proper training need analysis and feedback mechanism.
  

• Coordinate with the FH’s and BCOE rewards team along with Cluster Rewards team on timely evaluation of positions.
• Ensure that the Job Descriptions are updated on the system as per the defined roles.
• Ensure that the changes on positions data are updated on the system thereby coordinating with Central BCOE team.
  

• Ensure that the performance appraisal process is conducted as per the timelines defined by the business.
• Conduct various awareness sessions across the unit on Goal Setting, Mid-Year and Final Year.
• Ensure that the WFA data is updated at all times to ensure smooth operational flow.
• Do a thorough audit of the Goals so as to ensure the employee goals are as per defined guidelines.
• Ensure PIP implementation within timelines.
  

• Responsible for required changes in Organization chart.
• Ensure implementation of TALEO module and its application for recruitment & Onboarding processes.
• Coordinate with Cluster and Corporate HR team for necessary support in recruitment process.
  

• Responsible for collection of Payroll inputs and timely share with Cluster Payroll team.
• Maintain Life Cycle Management of employees through Poornata module.
• Responsible for proper records and timely corrections in Poornata.
• Ensure that the HRMIS is updated at all times and reconcile the same on regular intervals.
• Support FH HR with data driven decision making with proper HRIS data.
• Audit and reconcile the WFA data every quarter so as to ensure that the data is clean at all times.
  

• Prepare HR Scorecard for the employees.
• Act as the Supreme Career Counselor for Support functions through their Performance Development Plans.
• Implement Performance Management System & identify scope for enhancement by linkage to Variable incentive plan.
• Initiate & drive various rewards & recognition (R&R) programs.
• Formulate new HR policies aligned with organizational requirement basis & as per corporate trend analysis.
• Maintain a consistent communication plan on HR core activities across the organization levels.
• Ensure healthy employee-management relations in the organization, by capturing the REAL irritants in skips & Pulse.
• Ensure transparent and consistent communication between HR and other organizational departments. Facilitate regular feedback loops and collaborations, ensuring HR initiatives and strategies resonate with and support broader organizational objectives.
  

• Spearhead efforts to cultivate a diverse and inclusive workplace environment. Oversee the development and implementation of programs and policies that promote diversity, equity, and inclusion at all levels within the organization.