JOB DETAILS
Strategic Contribution
- Strategizing and streamlining the entire Talent Acquisition Process across levels and functions
- Overseeing Career Management and Talent Development within the organization
- Building and implementing a robust talent review and process, including succession planning, leadership development and organization capability
- Working on business HR policies and strategies
- Constantly reviewing the current HR practices reducing lead time/increasing efficiency
- Enhancing Employee Engagement & Communication
- Looking into new performance / professional development related strategic initiatives
- Formulating and implementing KRA- s/KPI's across departments and leadership roles
- Monitoring performance across levels and departments, analyzing KRAs to facilitate strategic decision-making
- Identifying gaps across designations and roles and filling those gaps - technical and management through training programs
- Liaising with various teams/departments to create systems/modules for improving operational efficiency
Leadership
- Ensuring high levels of retention and achievement
- Creating Brand Equity in the market
- Building the organizational culture and change management effectively
- Evaluating existing HR processes, by defining problems, measuring current state of process, root cause analysis, developing solutions to improve the process and establishing measurement systems
- Managing the sustainability of the growing team strength
Operational Management
- Building a plan for succession across key positions to ensure continuity in business performance
- Monitoring existing and emerging skills gaps, discuss plans for Individual Development or plans for acquisition of outside talent
- Discussing emerging workforce needs with the BU Head to build a contour of long-term business plans
- Managing the corporate onboarding program across levels as well as the development of tools to help managers successfully onboard new employees
- Amending and revising program as necessary, to adapt to changes occurring in the work environment
- Managing department and designation level KRA's and tracking the performance of employees on regular basis.
COMPANY DETAILS
Western Service Provider. was founded in 2014 with a distinctive vision and structure aimed at achieving two basic goals – to place our clients’ interests foremost and to lead our profession by creating value for our clients through the assessment and recruitment of top-level management resources.