Responsible for improving the Employee Engagement Index by conceptualizing and implementing various employee development and engagement initiatives.
Developing and delivering the organization’s internal communication strategy, planning and calendar of activity, supporting us to increase levels of employee engagement.
Develop and roll out channels of communication relevant to the needs of workforce.
Build and maintain effective relationships with internal stakeholders.
Responsible to develop and implement communications, events and engagement plan.
Organizational Development
Initiate and implement innovative Team building and collaborative initiatives that help improve the Organizational Development
Assist in assessing organizational climate & plan for appropriate changes so as to develop core competencies in the organization
Conduct periodic surveys in the organization to get feedback from employees regarding their perception on company’s policies & practices, ascertain attitudes, morale & motivation
Assist in developing a culture that facilitates performance and safety.
Understanding the business processes and the current HR Process to make the BU efficient and cost effective
Ensure effective, consistent coordination and implementation of HR business processes, functions and procedures and monitors HR projects and workflow.
CSR & Sustainability
Find and evaluate the projects for sustainability which are in line with Schedule VII and vision of the organization.
Follow up with the implementing agencies for reviewing their performance.
Ensure timely preparation of reports, remittance of funds to the implementing agencies, maintaining monthly tracker for progress and expense, upload projects and details in sustainability system.
Co-ordination & execution of CSR Projects & activities as per Schedule VII.
Conceptualize and organize volunteering activities.
Lead the CSR activities for the BU and ensure tracker and follow up for on-going projects.
Manpower Planning & Resourcing
Manpower Budgeting and provide replacements to departments during attrition and ensure department/organization productivity is not affected.
Working in close collaboration with Talent Acquisition Team to ensure timely closure of the vacant position.
Partner with business to identify the need of the vacant role and liaise with TA team in sourcing.
Plan and strategize for Diversity hiring
Creating Talent pool for white/blue collar staff through apprentice and trainees.
Manpower planning and budgeting in terms of future business requirement, attrition, productivity.
Ensure that the Recruitment Policy is being followed.
Complete the documentation and onboarding of candidate
Preparing HR reports and MIS reports for CEO and Regional Office.
Performance Management
Review existing system and suggest changes where necessary, organize appraisal workshop so as to train appraisers in the appraisal process to ensure proper performance evaluation.
Assist departments and HODs in conducting performance reviews.
Plan and develop appropriate linkages between rewards system and performance.
Develop linkages in appraisal for identifying training and development needs, career planning, potential reviews and assessment.
PMS to suit department specific sensitivities and to be aligned with individual development plans of all the employees within the department, to facilitate talent sharing and making the organization powerful
Rewards and Recognition
Ensuring Rewards and Recognition programs and processes are implemented as per the timeline.
Taking initiative for engagement of employees via non-monetary appreciation models.
Focus on Employee Wellness program and take initiative around the same.
Enhancing the belonginess and further amalgamation of employees to the Organization’s Principles.
Identify various forums to recognise employees
Process Control & Internal Audits
Assistance to be provided in Implementing and adhering to policies, procedures and guidelines developed by management.
Ensure the SOPs and Procedure manual for the department is in place.
Participate in the Internal and External Audits and ensure that there are zero non-compliance.
Closely monitor outsourced activities and SLA
Training & Development
Master plans for training and development in co-ordination with our corporate L&D team for people based on needs analysis and career opportunities within organization
Organizing / executing training workshops, seminars in house and institutional etc. for employees
Being available for counselling and coaching / guidance to people
Miscellaneous
Calibrating with respective stakeholders in organizing Townhalls
Organizing big scale events like Annual Day, Sports Day, Family Picnic
Taking lead in regional projects and driving it across BU.
Conduct roadshows and sessions for policies, processes.
Ensure any change is well communicated to employees.
Interact is critical for changing behaviours, inspiration, motivation, development for creating right working climate
QUALIFICATIONS & COMPETENCIES Skills and Competencies
Minimum 5-7 years’ experience
Good Communication Skills & interpersonal skills
Proficient in MS Office
Strong track record in Employee Engagement
Knowledge and understanding of best practice employee engagement theory.
Experience in setting up and introducing new employee engagement initiatives.
Self-starter & Problem-solving ability is a must to deal with intensity of mental processes by using know-how to identify, define & solve problems within clearly defined broad policies and specific objectives.
Stakeholder
Internal:
External:
Educational Qualification (min)
Graduate
Preferred Certifications if any
NA
Range/ Min no of years - of overall Experience required
Minimum 8-10 years’ experience
Min no of years of Industry specific experience required, if any & the industry type
