Deputy General Manager Strategic Resourcing

Job Description

Delivery and administration of a broad range of human resources services to ensure the people strategies in the business are aligned to corporate goals. Responsible for effective implementation of company s HR Strategy, policies, practices and systems with their group(s). Work closely and provide feedback to the HR COE s on policies and processes to gain alignment. Provide consultative, advisory and administrative management services in all areas of human resource management including: talent manegement, employee relations, recruitment, organizational training and development, benefits management. Work closely with Business heads to understand organization imperatives and prepare Business HR key imperatives and individual plans for relevant HR processes based on historical data, business requirements and priorities. Provide business with regional/ business unit perspective on HR issues and ensure statutory compliance with all regional labor laws. Participate in forecasting of manpower requirements for the year and per quarter AOP projections based on business needs, projected attrition and expected location movements. Design and develop innovative and high-impact talent management programs and processes to improve the depth and diversity of global leadership talent. Institutionalize PMS framework within business lines and monitor completion; Collaborate with business leaders, BHR and RHR Teams in design and deployment of performance management programs like succession management/talent pipeline management, reward and recognition etc. Possess strong business acumen and the ability to link current and anticipated business challenges with the strategic HR imperatives. Work with business managers to provide inputs to the CandB team on business requirements and drive implementation of annual salary increase and bonus pay plans within the business/region. Liaise with LandD team to determine training needs for the business/region and ensure implementation of training programs. Plan and drive implementation of employee engagement initiatives based on defined engagement objectives for the business, Track effectiveness of initiatives undertaken; Review and study metrics received on various factors like employee engagement, attrition, headcounts, vendor costs, investments required in employees etc.Level DescriptorLead a HR team to drive execution of HR key imperatives based on business strategy and data analysis. Engage with business leaders to drive talent management processes and policies. May lead a team through expertise in most or all areas within HR. Tactical role which provides a marked contribution to defining the direction of processes, standards or operational plans based upon business strategy, with a significant short to mid term impact on business unit overall results. May lead important projects that require providing experienced project team members with instruction, guidance and advice in all aspects of the project to ensure delivery of quality outcomes. Identifies problems and significantly improves, changes or adapts existing method and techniques. Focus is on implementation and control as well as strategy formulation. Education : Post Graduate with a HR specialization Experience :8-12 years in a HR generalist/ customer facing rolePurpose - Broad objective of the roleOperating Network - Key ExternalOperating Network - Key InternalSize and Scope of Role - FinancialSize and Scope of Role - No. of direct reportsSize and Scope of Role - Total team sizeSize and Scope of Role - Other size parametersMinimum qualification & experienceOther knowledge/skillsKey ResponsibilitiesTechnical CompetenciesKnowledge / SkillsCommunication Skills,

Keyskills :
ommunicationoperations