Assistant Manager – HR & OD

Purpose:

To implement HR – OD Initiatives across Business Units.

Scope:

Applicable to Brakes India as an Organization

Roles & Responsibilities:

• To possess thorough knowledge on OD interventions, techniques, process and procedure to implement concepts visualized or proposed for implementation.
• Should have handled change management initiatives which had involved coordination with multiple stakeholders, business driven OD metrics, end-to-end implementation experience on the ground.
• Good working knowledge about various behavioural assessment techniques, leadership development interventions in manufacturing sector (preferably but can be from other sectors also).
• Exposure to Talent Management Framework and its outcome of Talent Mapping (like 9 box grid), Success Planning and rolling out individual development plan.
• Should have handled implementation of digital HR initiatives with a focus on optimizing HR process.
• Handling any new HR initiatives arising out of new business needs like expansion, M&A, Green field project, Upskilling or Re-skilling etc.
• Good exposure to leadership development across hierarchy and having a good knowledge on hands on process of HR OD field.
• Expert in designing reports, tracking progress and ideate growth and development of any intervention to help achieve the business goal / need.

Key Competencies:

• Communication & Influence
• Agility
• HR Engagement & Strategy

Educational Qualification:

• Post Graduate in HR / MSW / MHRM / HROD or Equivalent degree – Full time and from reputed. Any engagement and HR Strategy specific certification from reputed bodies will be added advantage.

Experience:

• Min 6 to 12 years of experience in core engagement, HRBP, Corporate role in a big enterprise setup or handling end to end HR engagement in startup or rapid growing business environment. The candidate should be open to travel for business needs and relocate to any location PAN India based on business requirement.

Disclaimer:

• This is not necessarily an exhaustive list of all principal accountabilities, activities and specifications of the job.While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that other or different tasks be performed when circumstances change (e.g. emergencies, changes in personnel, workload, technological developments, or organization development).