Job Description

Division
One India Business
Department
India Business Generics
Sub Department 1
HR
Job Purpose
Manage end to end life cycle of employee and Work with the Divisional hierarchy in driving entire gamut of people strategy in the Division
Key Accountabilities (1/6)
Partner with business to achieve the strategic objectives set out in the business goal sheet

• Run HR process for business functions for supporting achievement of business objectives
• Identifies processes/procedures in own work area that need improvement
• Recommends process improvement ideas to streamline efficiency/costs/productivity

Undertakes process improvement activities in own work area
Implement workforce plan for the talent pipeline requirements in line with the function or business strategy

• Identifying and developing the right talent to ensure talent availability & development across the business
• Identify needs and plan capability building programs for employees
• Planning & implementing the On Boarding practices to ensure effective orientation for new joiners

Managing attrition across levels and maintain average workforce count
Key Accountabilities (2/6)
Implement Employee Engagement initiatives across regions to create an engaged workforce

• Implements Employee Engagement activities such as celebrations/ outbound events
• Manages grievance handling and employee motivation
• Takes pulse of employee issues and ensures actions are taken to resolve the same.
• Drafts employee communication mails

Takes steps to promote teamwork in region
Support the L&D team to identify and drive L&D interventions in the relevant areas
Support the L&D roadmap to enhance employee capability
Influences line managers to drive capability building agenda for individuals & teams Identifies and compiles training needs of employees
Key Accountabilities (3/6)
Performance Management
Helping set up and successfully run Performance improvement plan for low performing employees
Governing Performance appraisal cycle and ensuring feedback and rating communication during year end
Talent Acquisition

• Ensuring hiring of talent internal or external within timelines
• Partner with consultants and central TA team to derive hiring plan for the year

Maintain quality of hire
Key Accountabilities (4/6)
Key Accountabilities (5/6)
Key Accountabilities (6/6)
Major Challenges

• Dealing with a larger employee base and handling their complexities while managing high levels of ambiguity.
• Multiple Stake Holder Management across locations.

Key Interactions (1/2)
Internal External
Business Leaders Recruitment Consultants
Cross functional team like Admin/ Finance/ IT
Vendors (if any)
Key Interactions (2/2)
Dimensions (1/2)
Managing a span of 40-50 on roll staff
Overviewing the governance of 110-150 off roll staff
Dimensions (2/2)
Key Decisions (1/2)

• People budget planning
• Right source of hiring
• Hiring cost
• Development intervention
• Employee specific engagement interventions and related cost
• Structure norms ensuring maximum productivity

Right investigation and conclusion on ER related cases
Key Decisions (2/2)
Education Qualification
Post - Graduate or MBA in Human Resources or its equivalent preferably with a premier institute
Relevant Work Experience
2-3 years of experience in implementing HR processes