Associate Manager - HR - 12458

Job Purpose

Provide support to COE - TM in refining and implementation of Talent Management initiatives across Group, which includes Talent Review, Succession Planning & PDP

ORGANISATION CHART

Key Accountabilities

Accountabilties Key Performance Indicators

Identify Roles –

• Support COE Head to coordinate with Seniors to identify potential key roles/jobs, determine need of successors, and identify current incumbents in key positions
• Prepare talent dossier of all approved high potential candidates, based on past experience and competencies, who will go through the program
• Program Milestones
• Build Vs. Acquire ratio
  
  
  

Potential Assessment –

• Facilitate assessment by Managers/ HOD on Potential Traits matrix based on the levels of Proficiency
• Document assessment results and draw analysis to understand the key skill gaps & identify employee readiness, talent gaps and retention risks
• Program Milestones
• Build Vs. Acquire ratio
  
  
  

Periodic Talent Review –

• Support COE Head in determining Talent Review Guidelines
• Assist COE head in plotting individuals on 9 box matrix and facilitating talent review discussion.
• Prepare related talent MIS and Project Management reports
• Program Milestones
  
  
  

Build Vs. Acquire ratio

Succession Planning –

• Assist COE Head to create succession plans and identification of likely successor on long and short term basis
• Review periodically and monitor progress of organization-wide succession planning program, and document results.
• Program Milestones
• Build Vs. Acquire ratio
  
  
  

Development needs identification and Individual development plans –

• Facilitate PPA and 360 Feedback to identify gaps
• Support COE Head to support ascertain Individual development plans and coordinate required inputs from COE – L&D team for prep of IDPs
• Program Milestones
• Build Vs. Acquire ratio
  
  
  

COE Services –

• Support COE Head for TM & SP for M1, M2, LA/PA, & HODs in LB/PB level.
• Facilitate BHRs in implementing TM & SP for LB/ PB to LD / PD in the Business
• Program Milestones
• Build Vs. Acquire ratio
  
  
  

KEY ACCOUNTABILITIES - Additional Details

EXTERNAL INTERACTIONS

• Professional Networking with HR counter parts in other companies
• Professional Networking through various HR forums – NHRD, NIPM etc.
• Professional Networking with consulting organization
  
  
  

INTERNAL INTERACTIONS

• CEOs,
• GCXOs
• Senior Business Leaders
• HR Members in businesses
• Shared Service Team
• Other Depts.
  
  
  

FINANCIAL DIMENSIONS

Other Dimensions

EDUCATION QUALIFICATIONS

• Post Graduate in HR /P & IR / MBA – HR
• Conceptual Clarity – Talent Management Tools
• Good Communication, Interaction and Influencing Skills
• Execution Skills
• Presentation and Analytical Skills
• Integrity
• Detail Oriented
  
  
  

Relevant Experience

6-10years of overall experience in HR including exposure to Talent Management

COMPETENCIES

• Personal Effectiveness
• Social Awareness
• Entrepreneurship
• Problem Solving & Analytical Thinking
• Planning & Decision Making
• Capability Building
• Strategic Orientation
• Stakeholder Focus
• Networking
• Execution & Results
• Teamwork & Interpersonal influence