Manager OD & HR

Job Description

Key Skills : Detail Job Profile : About Client: Manufacturing Metallurgy Products MBA in HR with 7 to 12 years post qualification experience. Manufacturing Industry experience is preferred Core Experience in OD , PMS , L&D in corporate and plant Frequent travel to the group s manufacturing locations approx. 2 to 3 times a month for a few days in each trip. Objective: The purpose of this role is to work and support the strategic HR initiatives for internal group companies pertaining to organizational development. This role requires working knowledge in competency based Strategic HR processes , Balanced Scorecard , Scorecard formulation , cascading of goals , performance management , formulation of KPIs , reviews & analytics , audits , surveys and assessment methods , diagnostic study intervention & organization wide role analysis. Working on approach Papers for OD interventions. Help in designing and development of OD interventions. Support the execution of OD initiatives. Talent Management IDPs using 9 Grid Plotting. Tracking HR metrics & measurement of OD interventions. Psychometric Testing report analysis using 16 PF. Development of HR Dashboard for group Companies. Role Analysis & Organization Structure Identifying the unique roles & conducting the role analysis. Explaining the process of role analysis to the employees and facilitating the distribution of RA forms. Supporting and driving the completion of RA forms. Validating the filled in RA Form & getting approvals from HODs. Assist in the derivation of the Organization structure. 3. Performance Management Systems: Planning and Goal Setting: Responsible for setting individual employee goals aligned with companys overall strategy to achieve business performance effectively. Ensure employees clearly know what is expected of them and how their work contributes to the achievement of organizational goal. Interact with senior management / department heads to understand the expectations form each employee for the role assigned to them or the department they are working in. Regularly check with department heads and employees on their progress on goals , offer coaching or assistance as and when required or revise goals as necessary in mutual agreement with department heads. 2. Data Gathering , Observation , Documentation and Assessment Process: To generate reports & performance indicators to help the top management to retain talent as well as to improve productivity of each employee of the company. Establishing key metrics to accurately define the competencies and skills required for each role in the organization along with individual performance mapping , thereby building a Key Performance Indicator (KPI) framework. Data - mining of all Performance Management Records , and reports circulated intra / inter department across the company. Monitoring progress of individuals , teams and organization and reporting on the development areas on a periodic basis. Develop a robust and streamlined process for managing underperformers , and capability Issues across all functions. Facilitating the Formulation of Balanced Scorecard from the Strategy Map. Cascading Goals from Organization BSC and formulation of Scorecards for the departments. Strategy - Content research , sourcing & analytics Keeping abreast of the environment to help align HR with the businesses wherever opportunity arise. Conducting Industry specific environmental research. Sourcing specific economic / financial reports. Strategic Analysis & Interpretation of the sourced reports. Researching on the specific content for the development and deployment of strategic HR initiatives. Keeping abreast with the latest HR trends and HR strategic initiatives. Key work interfaces / Interactions: a. Internal: Plant HR and Business HR of group companies. b. External: Training Vendor , OD Vendors e.g. Mercer , Hewitt. SAP HR consultants , other HR consultants for driving the growth linked performance agenda of the company.,

Keyskills :
trategic hr senior management top management talent management