Your Key Responsibilities:
Your Responsibilities Include But Not Are Limited To
HRBP
- Organizational Development strategy and ensures that external hiring and internal development are aligned with the overall strategy. Diagnoses staffing needs, not only for the immediate future, but all with a more strategic, long-term view.
- Ensures that staffing is aligned with the organization TM strategy, in cooperation with the HRBP’s. Liaises with Business Partners to localize Global or Site-specific TM initiatives and ensures their successful roll out (like OTR, PMP, Employee Engagement survey, D&I activities) Leads global culture change initiatives’ roll out in the Business.
- Positively impacts the quality of the organization’s climate by supporting senior executives’ efforts to improve leadership behaviors. Evaluates needs and coordinates programs at Business level to continually improve the TM capabilities of the operational managers.
- Supports the organization’s high level of employee retention, especially for key positions and employee segments, by developing and establishing clear career paths along with the required development actions
- Arranges, facilitates and improves the Business Organizational Talent Review process including succession planning and ensures achievement of talent pipeline targets. (selection, retention, development and exportation) Ensures that Business employees follow appropriate development tracks, encouraging role- and track -specific employee development programs and supporting function specific development programs.
- Drive cultural change and manage internal communication
Employee Relations
- Ensure adherence to local labour and employment law and, when necessary and manage contingent workforce
- Design and implement various programs to ensure the fair treatment of employees and effective communication between employees and managers to ensure no industrial strife and business continuity.
- To ensure cordial labour relations, including relations with external labor organizations as well as government authorities and ensure statutory compliance under various labour laws.
- To ensure discipline / take disciplinary actions in the factory premises by following due process of law such was enquiry and coordinate with legal team for court matters
- To negotiate for Charter of Demands / Addendum contracts with employee unions
- To address employee concerns to encourage a supportive atmosphere in the workplace and handle complaints with respect to health , welfare and safety with specific focus on transport, Canteen facility and time and attendance
- Closely work with External Legal counsel designing overall ER strategy and Managing litigation
Minimum Requirements
What you'll bring to the role:
Education
Postgraduate in Human Resources/ Management graduate with specialisation in HR
Languages Known
English and Marathi essential
Experience
- 12+ years of experience as a generalist HR and Employee Relations in factory set up
- Understanding of Business Processes and manufacturing set up
You'll Receive
Breakdown of benefits received in this role. Include flexible working, learning and development opportunities as well.
Why Sandoz?
Generic and Biosimilar medicines are the backbone of the global medicines industry. Sandoz, a leader in this sector, touched the lives of almost 500 million patients last year and while we are proud of this achievement, we have an ambition to do more!With investments in new development capabilities, state-of-the-art production sites, new acquisitions, and partnerships, we have the opportunity to shape the future of Sandoz and help more patients gain access to low-cost, high-quality medicines, sustainably.Our momentum and entrepreneurial spirit is powered by an open, collaborative culture driven by our talented and ambitious colleagues, who, in return for applying their skills experience an agile and collegiate environment with impactful, flexible-hybrid careers, where diversity is welcomed and where personal growth is encouraged!The future is ours to shape!#Sandoz
