Agm/dgm-hr@daman & Sikkim

15 - 25 Years
Daman & Diu, Gangtok

Job Description

Organizational Developmental HR Interventions: 1) HR Dashboards implementation, Machine wise OEE Target setting linked with Deptt. Output and linking individual machines to Technocrats for complete ownership. 2) Playing Captains GEMBA (Middle Managerial cadre) initiative encouraging the involvement of employees to work on shop floor with processes and Technologies with proper documentation and recording mechanism 3) Auditing, Assessment and record validation of daily Shift Handover by evaluating and assessing the smooth handover in CFTs
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

Industry:Pharma / Biotech / Clinical Research

Functional Area:HR, Recruitment, Administration, IR

Role Category:Senior Management

Role:Head/VP/GM-HR

Employment Type:Permanent Job, Full Time

Keyskills

Desired Candidate Profile

Please refer to the Job description above

Education-

PG:MBA/PGDM - Any Specialization, HR/Industrial Relations

Company Profile

SnapSeaarch

SnapSeaarch (formerly known as PharmaHood Consultants) operates as an extended HR arm for its clients, providing Recruitment services to MNCs and Business Conglomerates across India. The organization was founded in 2003 for serving mainly the Healthcare sector and has since grown the company in this decade's time to serve 17 different industry verticals today. Today SnapSeaarch is amongst the "Top 3 Preferred Recruitment Services Partner" for its long-standing clients.
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Recruiter Name:Himadri

Contact Company:SnapSeaarch