Job Description

Position Information
Unique Role Code HR 13
Unique Role Team Lead - Talent Management & Development
Name of Company Asahi India Glass Limited
Business/ Function HR & Admin
Sub-Function Talent Development
Grade/ Level Range
Age Range 26-28 years
Experience Range 4-6 Years
Desired Qualification MBA HR
Desired Industry / Functional Exposure Talent managemnt/development functions, change management, organizational development, competency development approaches, latest trends in talent management & development, innovativeness, accountability & ownership, planning & organizing, learning agility, result orientation, data analysis & interpretation, MS office,
project managementt skills.
Reporting to Manager- Talent Management
Reported by Executive - Talent Management & Development
Section 2 : Job Purpose
(Summarise why this job exists; and how it contributes to the overall mission/objective of the organisation)
Responsible to implement effective methods to identify, develop, engage and retain talent pool for all 3 business units. The role is responsible to assess, develop, implement, and address talent needs to improve performance and promote healthy organization\'s culture & maximise the potential of those working within an organisation
Section 3: Areas of Responsibility
( A specific, permanent area that requires the role holder to be responsible for taking decisions, delivering results or carrying out a significant amount of activity)
Responsibility Heads Key Responsibilities/KRAs
TD Budgeting & Planning - Assist in creating yearly budget for talent development Interventions for auto, arch (GS), float & CSO-HO business units
- Define and segregate budget based on SBU/BU
- Prepare MTP & AOP for financial and non-financial & track training cost as per the budget
Organizational Diagnosis & Talent Diagnostics - Organization Diagnostics: Conduct & facilitate external surveys like : Employee Engagement Survey (ESS), run 360 Feedback cycle, dipstick analysis and ensure implementation of buddy mentor system across AIS
- Assist in creation of Action Plans and countermeasures for concerns raised.
Talent Diagnostics: Conduct & facilitate development centre, assessment centres, psychometric assessments for targeted talent pool for talent gap assessement as per current or future requirements.
- Monitor competency grids and identify training & development needs for skill/competency up-gradation; measure pre-training needs analysis & post- training effectiveness for fast track pool / talent pool or normal track and low track pool as per 9 box matrix
- Work in collaboration with HR business partners and business leaders to generate insights from the diagnostics survey to support subsequent actions that drive improved engagement and development both across the enterprise and within individual lines of businesses

Risk Mitigation &
Succession Planning-
6 stage Framework - Build succession bench strength and develop critical talent pool: Ensure end-to-end implementation of
- Support the execution of talent review and the succession planning process for India and readying of talent who will deliver our future
- Create succession bench strength and leadership pipeline through a structured process for high potential talent by creating development plans and assisting in leadership capabilities
Talent Development - Assist development initiatives through L&D interventions, higher education, external courses, coaching & mentoring & job displacements
- Contribute actively for the implementation of learning curriculum and development initiatives that are aligned with current and forward looking enterprise needs, employee development plans and individual line of business objectives
- Career planning & individual development plans: Develope career plans and job enhancement SOPs for talent pool
- Assist in creating IDPs and growth path for talent pool
- Special Initiatives:Assist coaching & mentoring for critical talent for capability building, executive coaching for top/senior management, specialized programs for top/senior management and higher education for talent pool
Attrition Analysis - Creat monthly attrition analysis report, digitizing and streamlining the process along with defining regrettable and non-regrettable resources throughout organization.
\'Talent Development MIS & Communications - Develop and implement a comprehensive communication strategy for talent development programs/initiatives. Report and MIS- circulated to plant management/business leaders/participants
- Monthly, weekly, quaterly & annual report on the TM initiatives and progress
Section 4: Reporting Relationship
(Mention the Role of the Reporting Manager)
Functional Reporting Matrix Reporting
Direct Reports
(Mention the Role of the Direct Reports)
Managers of Managers Managers Individual Contributor
Executive - Talent Development
Section 5: Competencies required for the role
(Top 5 must have Managerial, Behavioural and Functional competencies, definition and desired proficiency levels)
Competencies Definition Desired Proficiency Level
Behavioural Result Orientation
Emotional Intelligence
Developing Others
Organizational Awarness & Understanding
Leading & Supervising
Learning Agility
Technical

Asahi India Glass