GM - HR (Real Estate) - 14292

Job Purpose

ORGANISATION CHART

Accountabilities

KEY ACCOUNTABILITIES

Key Performance Indicators

Manpower Planning & Talent Acquisition :

• Drive Manpower Planning and AOP
• Finalization of Job Description for all the positions
• Evaluate the candidate in interview and negotiate compensation effectively for the position
• Timely closure of open positions through internal /external candidates based on the business requirement
• Achieve reduction in recruitment cost either through internal redeployment or through Job portals
• Ensure quality hiring during recruitment process
• Ensure effective negotiation based on the HFM/Internal Parity
• No of JDs finalized
• Make Vs Buy Ratio
• Plan Vs Actual Hiring
• Plan Vs Actual recruitment cost
  

Talent Management and Employee Engagement :

• Drive Talent Review for all Critical Rolls
• Identify, develop and deploy key talent as per succession plan for Top Emerging & Potential Leaders
• To monitor the implementation of Talent Management initiatives viz :
• Drive Employee Communication initiatives viz : Skip Level Meetings : as per calendar (once in 6 months), Town Hall: as per calendar (once in 6 months), HR Konnect: to conduct in coordination with PHR (during his visits) & New Managers Assimilation Program
• Succession Planning for Critical Positions
• Finalization of list of Top Emerging Talent, Top Potential Leaders & Critical Positions
• Plan Vs Actual
• MIS/MOM Status
• Survey feedback etc
  

Talent Development

• Design and develop customized specific training based on Function requirement
• To finalize the Training needs through Competency Assessment – Behavioral & Technical /Functional for the team and enabling them to fulfill their TNI
• Monitoring & measuring the effectiveness of Training for the team members while at work
• Enabling the employees to finalize their TNI (Training Need Identification) through Competency Assessment
• Ensuring employees to complete their TNI through e-learning /CRT
• Implementation of Leadership /Technical Competency Programs as per the TNI
• Team Engagement and Motivation
• TNI Vs Actual
  

Performance Management Process

• Drive completion of end to end process of goal setting and Mid year PMP
• Drive PMP BSC Meetings to finalise Annual PMP Rating
• Closure of PMP Grievance as per process
• Drive promotion process as per the Policy and business requirement
• Plan Vs Actual
  

KEY ACCOUNTABILITIES - Additional Details

HR Operation & MIS

• Drive Induction And make HR Presentation
• Drive Outsourcing Employees Recruitment and Negotiate their compensation as per Business requirement.
• Provide guidance and direction to Outsourcing Agency in terms of handling employee issues/settlements, Increments and contract renewal
• Ensure New Joiner Process Compliance
• Ensure probation confirmation process
• Employee grievance handling
• Employee benefit administration as per policy
• To identify the HR process improvement projects
• Conduct Exit Interview & Review the same with Business Heads
• Ensure F&F Settlement for Resigned employees
• Analyse and present MIS for Recruitment, Head Count, Employee Engagement, Attrition and R&R Initiatives
• Ensure AOP on Manpower Cost is prepared and tracked
• No. of Projects Identified
• Adherence to Timelines
• Plan Vs Actual
  

Statutory Compliance Management & IR issues

• Ensure statutory compliance management across locations Bangalore, Vizag, Hyderabad and Goa for Realty Businesses
• Prepare Case Note for the Disputed Cases and give briefing to Statutory Compliance Team about the Case
• Ensure Audit queries are address across the Corporate entities
• Ensure nil labour unrest at the project site locations
• Audit Report/MIS
  

Facility Management Services

• Ensure all the required Facilities provided at the Corporate office as well as at the Project site locations
• Ensure proper Vendor Management process
• Ensure all the SOPs are laid down to ensure 100% compliances
• Maintain Budget for the FMS and track the expenses
• Maintain MIS and reports on all FMS related initiatives
• Plan Vs Actual
  

EXTERNAL INTERACTIONS

• Recruitment Consultants, Search Firms, Head hunters,
• Professional Networking with HR Counter parts in other companies,
• Trainers, Mentors, Coaches and other external consultants
• Vendors/Agencies
• Statutory Authorities
• Vendors
• Govt Officials
• Placement Consultants
  

INTERNAL INTERACTIONS

• HODs, Senior Leadership Team, Business HR Heads & teams, HR Council Members
• HR CoEs, Managers, Employees, Shared Service Centre
  

FINANCIAL DIMENSIONS

Other Dimensions

• Manpower Cost Per Annum – 8 Crores
• FMS Cost – 50-75 Lakhs
• Total Employee Strength – Approx 60 Nos plus Contract workforce – 1000+ nos
  

Education Qualifications

• Graduate
• MBA / MSW
  

Relevant Experience

• Should have a minimum of 12-15 years of experience in Real Estate Business .
• Should have handled end to end HR processes
• Should have experience in handling Statutory Compliances under all the applicable Labour laws
• Should have worked in the projects of large size to the tune of Rs.1000 to Rs.2000 Crs
• Should be mobile and should possess excellent communication skills
• Should have excellent Presentation and stake holder management
• Should be proficient in HRIS Tolls
• Should be excellent in handling large work force at multi locations
  

COMPETENCIES

• Personal Effectiveness
• Stakeholder Focus
• Networking
• Capability Building
• HR Analytics (Expert)
• Strategic Orientation
• HR Technology (Expert)
• Social Awareness
• Employee Engagement (Proficient)
• Entrepreneurship
• HR Policy Development (Proficient)
• Execution & Results
• Training Program Delivery and Execution (Expert)
• Teamwork & Interpersonal influence
• Instructional Design (Expert)
• Problem Solving & Analytical Thinking
• Training Need Analysis (Expert)
• Planning & Decision Making
• Diversity, Equity and Inclusion (Proficient)