Senior Executive

Job Purpose

Responsible to implement effective methods to identify, develop, engage and retain talent pool for all 3 business units. The role is responsible to assess, develop, implement, and address talent needs to improve performance and promote healthy organization's culture & maximize the potential of those working within an organization

Areas of Responsibility

TD Budgeting & Planning

- Assist in creating yearly budget for talent development Interventions for auto, arch (GS), float & CSO-HO business units

- Define and segregate budget based on SBU/BU

- Prepare MTP & AOP for financial and non-financial & track training cost as per the budget

Organizational Diagnosis & Talent Diagnostics

Talent Diagnostics: Conduct & facilitate development center, assessment centers, psychometric assessments for targeted talent pool for talent gap assessment as per current or future requirements.

- Prepare & monitor competency grids and identify training & development needs for skill/competency up-gradation; measure pre-training needs analysis & post

- training effectiveness for fast track pool / talent pool or normal track and low track pool as per 9 box matrix

- Supporting, Conducting and compilations of Employees feedback interventions like Stay Interviews , Skill Level Interviews for all AIS.

Talent Development

- Assist development initiatives through L&D interventions, higher education, external courses, coaching & mentoring & job displacements

- Support in development of Career planning framework. Support in developing of career plans for identified employees / talent pool

- Assist in creating IDPs and growth path for talent pool

- Special Initiatives: Assist coaching & mentoring for critical talent for capability building, executive coaching for top/senior management, specialized programs for top/senior management and higher education for talent pool.

- Assist and support in implementation of leadership development programs.

Attrition Analysis

- Create monthly attrition analysis report addressing various aspects of attrition.

- To ensure attrition analysis is shared to respective stake-holders.

- Support and preparation of countermeasure plans for addressing attrition reduction across SBU's. - Compilation, reviewing , progress monitoring of actions plans for addressing attrition at Corporate Level.

- Support in development of Attrition Software, digitizing and streamlining the process along with defining regrettable and non-regrettable resources throughout organization

Experience & Qualification

1-2 Years of Experience

Masters of Business Administration - Human Resources