Head Human Resource

Strategic HR

Formulate and implement strategic HR policies, drive workforce planning,

succession management, and leadership development to build a strong and

sustainable talent pipeline. Leverage HR analytics and key workforce metrics

to ensure people strategies are data-driven and aligned with business needs.

Strengthen the employee experience by continuously monitoring and

enhancing engagement, internal mobility, and retention initiatives IN

ORDER TO meet organizational objectives by cultivating a high-

performance work culture.

FULL Policy revision plan Vs Actul,

Succession planning.

Attrition Analysis and retention

strategies

2 Training & Development

Drive organizational learning initiatives by systematically identifying training

needs across all levels. Design structured development plans tailored to

individual and functional requirements, ensuring measurable outcomes and

feedback from functional heads. Provide periodic progress reviews and

developmental feedback to employees IN ORDER TO build organizational

capability and maintain a robust talent pipeline that supports strategic

growth.

FULL Training Plan Vs Actual

Training Hours per Employee

Training Effectiveness Score

3 Talent Acquisition

Design and develop a robust talent acquisition strategy to address current and

future workforce requirements, prepare and execute Talent Acquisition plan

in line with business needs, in line with inclusive hiring practices to enhance

candidate experience IN ORDER TO MEET current and future talent needs

of the organisational and to improve organizational effectiveness

FULL Hiring Plan Vs Actual

Time to Hire

Hiring Cost- Budget Vs Actual

Offer to Acceptance Ratio

Diversity ration

4 Compensation and Benefits

Design and develop Compensation and Benefit policies which are in

alignment with business strategy of the organisation and benchmarked

induistry practices IN ORDER TO attract and retain talent and improve

organizational sustainability.

FULL Salary Benchmarking

C & B policy

5 Performance Management

Design and monitor a fair, transparent, and objective performance

management system that drives accountability, aligning individual and team

performance goals with organizational objectives, encourage a culture of

continuous feedback, coaching and mentoring, timely resolution of

performance-related grievances to maintain trust and fairness IN ORDER

TO drive high perforamnce culture across organisation.

FULL Organisatioal Goals and objectives,

Finalising Goals and targets of

Leadership Team, Cascading goals and

targets to all management staff

employees,

Monthly and quarterly Reviews besed

on Target Vs Actual

Annual Performance Review

6 Organizational Culture & Employee Engagement

Foster a strong, inclusive organizational culture that reflects and reinforces

business values, design and implement initiatives that enhance employee

engagement, morale and sense of belonging across the workforce, promote

diversity, equity, and inclusion (DEI) practices IN ORDER TO create open

and transparent two-way communication between employees and leadership

and to strengthen trust and collaboration in line with organizations mission

and long-term Strategy.

FULL Employee Engagement Calender,

Employee Engagement/ satiesfaction

Score

Participation Rate in Engagement

Programs

Retention Rate of High Performers

Internal Communication innitiative

Plan Vs Actual

7 Industrial Realtions and Compliance Management

Maintain positive industrial relations through effective grievance redressal,

regular engagement initiatives (e.g., town halls, departmental meetings, plant

committee meetings), and strict adherence to labor compliance IN ORDER

TO ensure peaceful industrial relations and support organizational objectives

(PDQCC).

FULL Zero man-days lost

No of grievances received and closed.

% Unauthorised Absenteeism

Plant meeting planned Vs conducted.

AREAS