JOB DETAILS
- Human Capital Planning and Strategy
- The successful candidate will partner with various business groups to build the Talent & HR strategy that most effectively complements business strategy.
- Drive organization resource plans, talent reviews, succession plans, high potential individual development plans and performance management for assigned business units. Ensure a good balance between individual business unit requirements and across the board HR strategy.
- Facilitate annual and mid-year talent review plans in conjunction with business plans building a line of sight to future talent needs and ensuring a robust follow-up mechanism to fulfill the same.
- Implement a methodology for identifying and tracking critical roles and individuals ensuring adequate organization focus on such roles and individuals.
- Drive succession plans with internal and external talent pools.
- Design and deliver innovative communication, engagement & recognition processes.
- Identify and facilitate people and organization effectiveness interventions that improve organization dynamics.
- Drive Hi Po, individual and organization development plans working closely with the business, and the L&D team.
- Provide relevant HR expertise and experience to effectively coach/counsel managers and employees. Anticipate & address issues proactively.
- Minimize critical attrition losses by establishing a proactive process, relationships, and early warning systems.
- Own and interpret HR policy for the organization and resolve issues quickly and effectively.
- Position the HR function as credible, value adding and a capable business partner.
Organization Culture:
- Co-own the agenda to develop a greater creative culture in the organization.
- Aside from the above core responsibility, the incumbent will be expected to support other aspects of Company's people philosophy and contribute to relevant strategic initiatives of the HR function with a goal to make Company the best place to work. He must be a team player and play an effective HR leadership role.
COMPANY DETAILS
SutraHR came into being in 2008, around the time startup boom had hit India with scores of e-commerce websites going live. These startups had great business ideas and all they needed were the right people to execute those ideas. Identifying this need gap, we had the first mover advantage in the talent acquisition market for startups.
Backed with cutting edge technology, proprietary database and a passionate team, SutraHR soon became a name to reckon with. Eight years and finding right positions for over 4000 people across functions and geographies later, we have only just begun.