Performance Management Aspect in alignment with Org. objectives : IPMs and Goal sheet formulation and refinement for all profiles/department for both operatives and Managerial cadre (Worked with Ernst & Young in formulating the IPM Framework of Key Positions), Threshold/Workload parameter to measure daily shift wise productivity and output specific to machine deployment, member machine mapping and individual ownership linked to machine output, Daily/weekly/monthly performance achievement report analysis Department /cadre/Unit wise and highlighting pertinent points of improvement, Bi Annual Appraisals end to end coordination and execution (Review schedule, committee, communication, guidelines of review, result collation, analysis, Normalization of ratings, PV Grid, presentation of final results to concerned authorities, Employee Promotion Plan Potential Assessments, Talent Management of HPFT through role rotation/role enlargement , succession planning / role enrichment and while re fitment/Learning needs/Performance Improvement Plan for others.
Learning and Development: New Joinees, Interface for all new campus and Lateral Senior positions on Awareness and Briefing of HR Policies and Guidelines, Company Vision and Values, GYANDEEP Sessions, broad contours of plant operation and visit. Training Need Assessment of Key operator positions through skill matrix, ISO standards Training plan implementation related to Quality Manuals, OHSAS and Environment Management Systems.
HR Analytics and Management Information Systems: Balance Score Card HR Matrices capturing, recording and review on a monthly basis with President HR and Strategy Department (Attrition, Deployment, Productivity Per Person, Revenue and Pers. Cost correlation with plant performance). Root cause Analysis of GAPs through usage of 7 QC Tools of TPM (Pareto /Control Charts/Histogram/Scatter Co relation Charts) and Corrective Action plan in a time bound manner. Analysis of output /productivity parameters achievement and its proportionate cost implications. Annual HR budgeting Cost Center wise with analysis based on past trends and future projections HR Dashboards. Performance based Annual Growth Exercise working based on related matrices (Unique role based CTC banding, and Threshold and Output achievement). Personal score Card design of parameters for various Departments based aligned to functional objectives. Monthly Output based Finishers and Loaders Incentive calculation as per SOP.
Employee Engagement, Reward and Recognition: Quarterly Events related to Sports, Festivals as per Event calendar, Industrial visits,
Talent Acquisition: Manpower Mapping, Position creation and Manning , Manpower Requisitions, Job Descriptions and Specifications framing for all Managerial Positions, New roles/profiles, sourcing and screening Interviews and Salary Negotiation based on set of Technical and Behavioral skill/competency framework, Job Profile and Salary Bands Fitment, Offer Letters, Joining Modalities, seamless induction and Orientation Interface.
Employee Relations & Compliances: Optimum Deployment in Plant in various Sections, Control on Absenteeism. zero deviation from laid out SOPs and guidelines in plants, Attendance, Pay Roll, Leave and Benefits Management, discipline in working Environment, Propagating established Values, Monthly Internal Compliance Audits and external Customer Social /Statutory Audits, Grievance Redressal as per defined procedural mechanisms (KAAN Forum), Contractor and Labor Compliances and Output, Monthly invoicing.
Salary: Not Disclosed by Recruiter
Role Category:Senior Management
Employment Type:Permanent Job, Full Time
Desired Candidate Profile
PG:MBA/PGDM - Any Specialization, HR/Industrial Relations