Duties and responsibilities

• 1. Training & Development
• Develop a comprehensive learning strategy aligned with organizational goals, ensuring that L&D initiatives support business objectives.
• Create and maintain local training programs and curriculum to ensure employees receive relevant and effective learning opportunities.
• Implement and manage learning management systems (LMS) to deliver and track training programs.
• Support career development and succession planning by offering training and resources to help employees acquire the skills needed for advancement
• Promote talent retention by offering opportunities for personal and professional growth through learning and development initiatives.
• Continuously review and update training content and methods based on feedback and changing business needs for soft skills.
• Foster a culture of learning by promoting knowledge sharing, mentorship, and peer-to-peer learning among employees.
• Produce local training materials, e-learning modules, videos, and other resources to deliver learning content effectively.
• Be TTT and bring awareness of company values and core competencies using various avenues and training sessions
• Manage the budget for L&D initiatives, ensuring that resources are allocated efficiently and cost-effectively.
• Assist HRBPs in identify the learning needs and skill gaps within the organization through surveys, performance evaluations, and feedback from managers and employees.
• Facilitate corporate led training sessions, workshops, and webinars, either directly or by coordinating with subject matter experts and trainers.
• Develop methods to assess the effectiveness of training programs, measure learning outcomes, and gather feedback from participants.
• Deliver leadership development programs to nurture and enhance leadership skills at all levels of the organization especially First Time Managers.
• Assist in managing organizational changes and transitions by providing training and development solutions that support employees through transitions
• Manage Training Vendors and their cost
• Provide regular reports and updates on L&D activities and outcomes to senior management and stakeholders.
• 2. Employee Engagement and Survey
• Facilitate the entire process, from survey submission to action planning and continuous improvement
• Act as an account manager and handle all communications with the survey administration agencies (eg: Avatar, GPTW, Dream Company etc ) like setting up timelines, and ensuring that all necessary steps are followed for a successful survey submission.
• Oversee the collection of survey responses, ensuring that all eligible employees have the opportunity to participate and achieve minimum participation eligibility.
• Support HRBP in identifying & implementing the action plans to bring improvement in engagement scores.
• Serve as a communication hub and collaborate with Corporate Communications and HR in sharing survey results with employees, explaining the significance of the findings, and keeping employees informed about the actions being taken to improve the workplace.
• Celebrating and promoting achievement both internally and externally to enhance the employer brand.
• 3. Employee communication & Letter formats
• Create creative standardized templates for various employee communications (New Hire Org Announcement, Anniversaries, New Born, Welcome Back, WhatsApp groups, Job role changes, promotions, exits, etc.)
• Ensure implementation of the standardized templates by the HR Teams
• Prepare and review standardized letter formats for various employee life cycle process which meets the legal and compliance requirements ( offer, appointment, show cause letters, termination, confirmation etc)
• 1. Induction & Onboarding
• Develop and manage onboarding programs to help new hires integrate quickly and effectively into their roles and the organization\'s culture
• Identifies and develops best practices for onboarding, creating standardized processes, templates, and guidelines that can be used across different departments and teams.
• Tailor the onboarding experience to different roles, departments, and levels within the organization, recognizing that not all employees have the same needs during onboarding.
• Provide training and resources to HR team, managers, and mentors involved in the onboarding process to ensure they understand their roles and responsibilities in onboarding new hires effectively.
• Oversee the implementation and management of technology solutions, such as onboarding software or platforms, to automate and streamline administrative tasks associated with onboarding.
• Tracks and analyzes key performance metrics related to onboarding, such as time-to-productivity, employee satisfaction, and retention rates. This data helps in continuous improvement efforts.
• Gather feedback from new employees, HR teams, and managers involved in onboarding to identify areas for improvement and make necessary adjustments to the onboarding process.
• Ensuring that the onboarding process complies with labor laws, regulations, and company policies.
• Create a positive and engaging onboarding experience that foster sense of belonging and alignment with company culture and values.
• Compare onboarding practices with industry practices to stay competitive and innovative in TA and retention.
• Continually evaluate and improve onboarding process based on data, feedback and changing organizational needs.
• 2. Talent and Succession Planning
• Implement talent and succession planning strategies to ensure a robust pipeline of skilled employees for critical roles.
• Facilitate the process with HRBPs to conduct talent identification assessments to identify high-potential employees
• Determine which positions are crucial for the organization\'s success and require succession planning.
• Facilitate the process with HRBPs to create personalized individual development plans for succession candidates and high potentials, including exposure to diverse roles and responsibilities based on 70:20:10 model
• Provide targeted training and experiences to prepare succession candidates for leadership roles
• Continuously gather feedback from succession candidates and adjust development plans accordingly.
• Custodian of IDPs of Talents in the organisations and assist HRBPs in timely completing the interventions
• Develop and maintain succession plans for key positions, ensuring a smooth transition in case of vacancies.
• Define and track key performance indicators related to talent and succession planning to measure effectiveness.
• Pair succession candidates with experienced mentors or coaches to guide their development and facilitate knowledge transfer and skill development
• 3. HR Analytics and HRIS
• Collect and compile HR-related data trackers from various sources, including HRIS systems, employee surveys, performance evaluations, and recruitment records, compliances etc.
• Ensure data accuracy and integrity by identifying and correcting errors, inconsistencies, and missing information in HR databases.
• Apply predictive modeling techniques to forecast future HR trends, such as turnover predictions, skills gap analysis, and workforce planning.
• Create regular and ad-hoc reports and dashboards that provide HR and stakeholders with actionable insights and visualizations of key HR metrics
• Provide data-driven insights and recommendations to HR leader and business to inform HR policies, strategies, and decisions.
• Responsible for getting template reports created in SF as per respective HR and stakeholder requirements
• Creating standardized templates for HR reviews during MC and PRM meeting
• Responsible for data gathering and preparing HR MC presentation
• Ensure that HR data is handled in compliance with data privacy regulations and that sensitive information is appropriately secured.

Professional competencies

• MBA in HR
• Must have exposure in Talent Development, L&D, Soft Skills development, Talent Management

Personal competencies

• Show Trust, Value Diversity, Be Accountable to performance delivery.
• Initiative and execution towards active learning in order to be competitive and effective.
• Innovativeness and ability to drive ideas and change and include different perspectives.
• Positive influencing skills and ability to act with customer focus in order to achieve in clinic leadership.
• Excellent written, communication & listening skills and empathy.
• Demonstrate performance and result orientation and utmost integrity , equity

What we offer

Become part of a corporate culture that actively promotes constructive exchanges between colleagues, customers and partners. Work with us to improve people\'s lives in the long term. We can offer you interesting, varied tasks and excellent opportunities for advancement, as well as an attractive salary with extensive benefits, all within a dynamic family-owned company.

Closing date

17.06.2024