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Job Description
Job Description
Job Purpose
To support, develop and implement people- strategy for CMO based functions & corresponding teams, along with the Program Manager, (Cement Marketing, RMC, BPD, Aggregates, Bullet train and White topping) so that there is complete alignment with firstly, the overall Business Strategy for Cement Marketing and secondly, the overall HR Strategy. The role also focuses on implementing relevant ABG Policies, systems and processes in CMO to ensure tangible business impact, superior employee experience, high level of employee engagement at all levels.
To support and collaborate with the Program Manager in ensuring productive & harmonious employee relations and integrate the entire workforce with ABG values and processes.
To work in close coordination with other Unit HR Heads of Cement Business in the zones to help and support HRBP in driving a common HR Agenda, and thereby ensuring a consistent approach, of one ABG.
Job Context & Major Challenges
CMO is a centre for the specialist & strategic roles OF Cement Marketing. There is a need to create an inclusive culture and develop deeper bond to maintain highest level of engagement, motivation. A more inclusive people-approach, which will focus on aspirations and needs of employees while driving closer alignment with ABG Values, Systems and Processes will therefore be essential. Revisiting the core attributes of the existing culture and to give timely inputs to HRBP to optimize productivity & expeditiously developing talent pipeline at all levels of the organization to assume responsibilities becomes an important facet of this role.
Major Challenges of the job include:
Retaining critical Talent and specialist roles related issues, draw strategies to attract and retain right talent at CMO
Key Result Areas
| KRA (Accountabilities) (Max 1325 Characters) | Supporting Actions (Max 1325 Characters) | |
|---|---|---|
| KRA1 | HR Planning, Budgeting & Review | 1. Plan, and implement HR planning and budgeting exercise along with CMD Operations team for the CMO BU. a. Connect with all stakeholders to understand their requirement b. Constantly review and monitor progress against the plan and way forward 2. Monitor the external environment and identify areas to improve and adopt best practices |
| KRA2 | HR Policy/Systems/Processes | 1. Implement Group's policies & processes in letter and spirit 2. Suggest development of specific new policies, aligned to the unit needs, as required, to HRBP 3. Identify the policy implementation gaps and suggest remedial measures to mitigate the risk through timely course correction 4. Communicate new policies/systems/processes to the employees in the zone 5. Conduct Regular self-audit on policy/systems/process areas and resolve issues as required 6. Use of HRMS & share insights by HRIS system usage. Correctness of data in Poornata, Adherence to process of Hiring in ATS, and learning record in CSOD . |
| KRA3 | Talent Development, Leadership Development, Learning & OE to drive engagement and succession | 1. Plan and implement talent engagement and talent development processes, and reviews, jointly prepare IDPs of Talent pool members, & follow through their development plan by systematic reviews 2. Collaborate with Learning & OE Program management team for comprehensive Training Need Analysis for Behavioral, Technical, Function & Leadership skills, identify gaps, support in design of learning events, planning & its implementation 3. Monitor and ensure effective and efficient implementation of performance management system & MDP for the business unit 4. Plan and implement activities w.r.t. improvement of managerial capability to further drive HR systems/processes 5. Enable design and implementation plan to build leadership capability and have adequate successors for critical roles at CMO |
| KRA4 | Talent staffing to support with critical skills | 1. Identify partners to source profile for recruitment requirements 2. Identify potential sources of new hires and build an external talent pipeline 3. Implement best in class on-boarding process 4. Identify gaps in current recruitment process & plug gaps to ensure low TAT and high quality recruitment 5. Launch initiatives like referral programs to support staffing |
| KRA5 | Performance, Rewards Management & Workforce Mobility | 1. Ensure timely closure of ACR process for the zone 2. Define & ensure implementation of compensation & benefits policies for employees in in the business unit. 3. Plan and design employee communication sessions on Rewards and ACR process. |
| KRA6 | OE, Employee Engagement, Culture & Gender Sensitivity | 1. Collaborate with Program management team and BCOEs & drive OE initiatives like ABG Values, POSH, Gender diversity, Culture & Gender Sensitivity 2. Design & roll out relevant surveys / dipsticks to understand areas of opportunities to increase engagement, motivation & performance levels 3. Identify opportunities in Employee Engagement initiatives to motivate employees |
| KRA7 | Employee Relations and Compliance Management | 1. Support in other ER / IR Related matter as required |
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