Position Summary: This position is Leader of Human Resource Function for IPS Heavy Duty Clutches Breaks Business of RRX in India, at Manufacturing sites in Chakan Location. Responsible for managing day to day operational HR deliverables, manage the overall compliances and industrial relations, driving Talent Development, Change Management Agendas for the Business locally, DEI (Diversity, Engagement Inclusion), deal with Works Committee outside stake holders, apart from ensuring productive Employee Relations Climate and Effective Deployment of HR Services across the Site.
Key Responsibilities:
HR Operations:
- Manage and coordinate the daily tasks of the HR department, including payroll, benefits, onboarding, and employee relations.
- Manage the overall administration at the site.
- Ensure cost improvement initiatives are implemented and monitored.
- Collaborate with people leaders across the site and solve their challenges and guide them par RRX values and processes.
- Ensure all HR practices and policies are in compliance with relevant laws and regulations.
- Manage and maintain HRIS (Human Resources Information System), ensuring data accuracy and integrity.
- Analyzing HR metrics to identify trends and recommend solutions for issues like absenteeism, attrition, disciplinary actions, domestic enquiries etc.
Talent Acquisition Management:
- Be the Talent Strategist overseeing and ensuring High Quality and Diverse Talent Acquisition across Functions, in line with RRX Process.
- Ensure Functional Leaders and People Managers understand and effectively deploy the Performance Management System, Talent Review Process Talent Acquisition process.
- Ensure Site identifies and develops future Functional Leaders, and there is healthy Succession Plan for all critical roles.
- Actively engages with Hi-Potential Talent to maintain the pulse of their development, career progression and retention.
- In consultation with Business/Functional leaders Create and Align Workforce Plan to the Business Strategy that enables delivery of the Business Strat Plan and Annual Operating Plans.
Driver of Organization Culture and Change Management
- Measure and influence Associates understanding on RRX Values and Organizational Purpose. Reinforce and Integrate RRX Values through People Process like Performance and Talent Assessment.
- Participate in multiple KAIZENs as part of RRX Core Value Drivers and Continuous Improvement philosophy.
- Facilitate deployment of Associate Engagement Surveys, and partner with Leadership Team for Developing and Deploying Robust Action Plan that supports Culture and Engagement Progress.
- Be the active champion for DEI (Diversity, Engagement Inclusion), fostering environment of Inclusion across sites.
- Be a Trusted Advisor and Coach to Functional Leaders and actively Identify Opportunities for improving Leadership Team Effectiveness on a continuous basis.
Functional Leadership
- Driver of Compliance Culture at site, ensuring adherence to all HR Functional and Statutory Compliance requirements.
- Improve Process Orientation with SOPs for Key People Activities/Processes and embed Internal Controls for effectiveness. Continuous Improvement mindset with regular assessments and improvement of HR Processes Talent Practices.
- Use Analytics/Metrices to measure progress of HR Services Delivery (related to Recruitment/ Admin Support/ LD Actions/Succession Plan, Compliance Status, People Cost, etc.)
- Drive Governance of People Processes through Daily Management Visual Management of HR Actions Review within the Team.
- Coaching and Development of HR Team Members, supporting future HR leadership pipeline for the Business.
Employee Industrial Relations
- Define and Deploy Proactive ER/IR Roadmap for the Business, that drives productive Worker Relations through Intentional and Structured Interventions.
- Ensure continuous and productive engagement with the Shop Floor Associates, Works Committee Representatives and External Stakeholders including relevant Government Authorities.
- Strengthening Communication Channels with Associates through platforms like Monthly Town-Halls (with wider teams), Focused Group Discussions, Skip Levels etc, ensuring all Associates are continuously updated on Business Context/Expectations, aligned with Company s Principles.
- Drive Grievance Redressal Mechanism through Cross Functional Team that proactively and effectively addresses the realistic expectations and concerns of associates.
- Drive Capability Building of Front-Line Supervisors on People Management and ER Skills, including knowledge building on HR processes that affect shop floor associates.
Required Education / Qualifications / Experience / Skills:
Full time MBA / PGDM Human Resource. Added certification courses like DLL LW, SCHRM will be added advantages.
Relevant Experience: 10+ years
Travel: 10% .
Language: English, Hindi, Marathi (added advantage)
Mission for *Position
This position is owner of HR Services Delivery across the Site and is responsible for driving Talent Development and DEI (Diversity, Engagement Inclusion) Initiatives/ Actions across all Functions. The incumbent must drive systems that create smooth ER/IR Climate supporting delivery of Business Strategies.
KEY DELIVERABLES FROM THE JOB
OUTCOME
RESULT
REMARKS
HR CVDs Direct Indirect Attrition less than 9%
Internal Fill rate for M2 positions 50%
Talent Review and Action Plan adherence 100%
Attracting and Retaining Talent TAT 90 Days
100% Adherence to WHO methodology
Succession Planning HI Pots Development 100% Adherence
Site Level Employee Engagement Survey 85% score
100% Compliance
OUTCOME
RESULT
REMARKS
COMPETENCIES
Action Focus / Follow through
Engaging Others / Collaboration
Data Analysis
Effective Communication
RRX VALUES :
Integrity
Responsibility
Diversity, Engagement Inclusion
Customer Success
Innovation with Purpose
Continuous Improvement
Performance
Passion to Win
Sense of Urgency
KEY COMPETENCIES RRX VALUES
*Must be included In all Scorecards
- If candidate has a 90% or better chance to achieve the outcome(s) identified rate the candidate an A for each applicable outcome
- If candidate has less than a 90% chance to achieve the outcome(s) identified rate the candidate
