GMR GroupEmployer profile

Manager - HR Operations - 10830

Location not specified · 8–10 yrs

Experience: 8–10 yrs
Salary: Not disclosed
Location: Location not specified
Work mode: Not specified
Job type: Full-time
Apply by: Closing date not listed
Posted: 12 Sept 34

About this role

Job Purpose

The purposes of this role is to strategies and ensure proper implementation of all talent management interventions and act as the HR Business Partner / SPOC for all HR activities for the allotted departments. This role will be responsible for the end to end talent management activities- PMP, L & D, Succession planning, TR, EE, Interventions and recruitment for all business, support and S&C departments In addition to the above from the above, the role holder will be the SPOC at the organization level and would be responsible for PMP, L&D and OD The departments for which the role is responsible : Aero Commercial, Non- Aero Commercial, CPD, Cargo and Aerospace & support departments- F & A, HR, FMS, P & C, Legal, CorpComm, QSD,SPG, Corporate Affairs, Infra Planning The total work force under these departments is approx. 254 employees comprising to 54 % of the employee strength.

The purposes of this role is to strategies and ensure proper implementation of all talent management interventions and act as the HR Business Partner / SPOC for all HR activities for the allotted departments.
This role will be responsible for the end to end talent management activities- PMP, L & D, Succession planning, TR, EE, Interventions and recruitment for all business, support and S&C departments
In addition to the above from the above, the role holder will be the SPOC at the organization level and would be responsible for PMP, L&D and OD
The departments for which the role is responsible : Aero Commercial, Non- Aero Commercial, CPD, Cargo and Aerospace & support departments- F & A, HR, FMS, P & C, Legal, CorpComm, QSD,SPG, Corporate Affairs, Infra Planning
The total work force under these departments is approx. 254 employees comprising to 54 % of the employee strength.

ORGANISATION CHART

Accountabilities

Key Performance Indicators

To support the development of PDM for the department’s and ensure ontime completion of the goal setting process for the employees of the department

% on time completion of Goal Setting

To ensure proper implementation & meet corporate timelines for all PMP activities(Annual, Mid-year, Probation, HFM etc)

% on time completion of Midyear and annual appraisal process

Ensuring all aspects related to appraisals are completed on time

AZO5,6,8 reporting mapping
Mini BSCs & PMP BSCs to finalize the recommendations
Sign off
Responding to audit queries

% adherence to timelines

Finalize the training calendar in line with the organizations TNI's and ensure 80% completion of TNI'’s

% TNI completion

Key Accountabilities

AOP for L & D & support BLIP

On time completion of AOP

% savings

Improve organization capability by imparting relevant

trainings & leadership interventions like BOD, Financial capability sessions etc

On time completion

Ensuring on time closure of all open position for S & C, business and support departments

Recruitment Lead Time Adherence %

Drive Employee Engagement actions & reviews for S & C, business and support departments to ensure an increase in the employee engagement score of the organization

EE Score

% of actions plans closed

Ensure completion of TR and to implement talent

review outcomes implementation by having Quarterly reviews

% of Successors identified

Job rotations

Support EE by driving the initiatives including

NMA, CEO Unplugged, HR Connect, Skip level meeting, team building sessions etc.

% completion

No of NMA completed

No of Team building sessions completed

% closures of ATRs of SLM / HR Connect

To execute corporate initiatives like V & B, PASH, Inner Excellence sessions

% Completion

To strategize and implement employee development initiatives / communication forums

No of initiatives implemented

Improving SLA adherence by SSC

% Improvement in the area of Talent Acquisition & L & D

EXTERNAL INTERACTIONS

Vendors - For Learning and Development activities and for other interventions

INTERNAL INTERACTIONS

CEO, HODs and Employees

Steering Committee Members and HODs

SSC

Corporate HR and other counterparts like HR in DIAL

FINANCIAL DIMENSIONS

AOP of Learning and Development budget ( Close to 1.5 Crores)

Other Dimensions

1 Direct reportee

Education Qualifications

BE/ B. Tech and MBA in HR

Relevant Experience

8-10 years of experience
Certification in the areas of Talent Management will be an added advantage

COMPETENCIES

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

Skills

Human Resources