Head - HR & FMS

Provide strategic and operational direction to the GKEL HR & FMS function thus enabling the achievement of the AOP strategy.  Drive HR systems, people development, processes & policies @ GKEL to enhance employee engagement and also achieve Operational excellence. Drive FMS @ GKEL to include Township Administration & Management, Vehicle Management and monitoring AOP & Budget for both HR & FMS    

Accountabilities

Key Performance Indicators

Manpower Planning & Talent Acquisition :

• Finalization of manpower requirement for the O&M as per the work design parameters
• Finalization of Job Description for all the positions
• Timely closure of open positions through internal/external candidates
• Achieve reduction in recruitment cost either through internal redeployment or through Job portals  

• No of JDs finalized
• Make Vs Buy Ratio
• Plan Vs Actual recruitment cost

Talent Management and Employee Engagement:

• To Drive the implementation of  Talent Management initiatives viz :

1. Employee Communication initiatives viz : Skip Level Meetings : as per calendar (once in 6 months), Town Hall: as per calendar (once in 6 months), HR Konnect: to conduct in coordination with CHRO ( during his visits) & New Managers Assimilation Program
2. Succession Planning for Critical Positions viz : Plant-3
3. Ensure Leadership Pipeline through Business TR, Succession Planning and Development

• MIS/MOM Status
• No of SI & LT for Critical Positions

Talent Development –

• To finalize the Training needs through Competency Assessment – Behavioral & Technical /Functional for the team and enabling them to fulfill their TNI
• Monitoring & measuring the effectiveness of Training for the team members while at work
• Enabling the employees to finalize their TNI (Training Need Identification) through Competency Assessment  
• Ensuring finalization of  Learning Calendar for the Plant based on the TNI and enabling the employees to complete their TNI through e-learning /CRT
• Implementation of Leadership /Technical Competency Programs as per the TNI

• Team Engagement and Motivation
• TNI Vs Actual
• % of achievement of Training Programs as per the Training Calendar

Implementation of Statutory compliance as per Regulatory and Industrial Laws & Effective Contract workforce Management:

• Ensuring Statutory Compliance as per the statute & also based on the audit report
• Manage the public relations with external and internal stakeholders like local government authorities, villagers, social workers, local politicians, labour commissioner, factory inspector, local police etc to develop mutually beneficial relationships and manage crisis effectively

• Audit Report/MIS
• No IR issues
• No of CSR initiatives implementation

Facility Management, Township Administration:

• Develop and implement Policies related to Township and ensure adherence
• Manage FMS Budget within the approved AOP. Implement Cost Cutting Measures
• Vehicle Management, Canteen Management, Housekeeping and other Office Premises

• FMS Budget AOP Vs Actual
• No. of Cost Cutting Measures undertaken

External:

Government authorities like Factories Department, Labour Department, Police, Revenue, Public Health, and Environment, Provident Fund, ESI Department.

Local Bodies

Vendors

Insurance and Third Party Administrators

Internal:

HODs, Employees, Contract Workforce

Vertical Heads

Plant & BHR Energy Team

HRC members

SSC, Purchase, IT, F&A, Legal and BE

• Manpower Budget: Rs. 30 Cr. (Approx.)
• FMS Budget Rs.10  Cr. (Approx.)

• 250 Regular Employees
• 750 Contract Workers and associated Contractors

• Graduate
• Masters in HR / IR & Administration /MSW /PG Diploma in HR

• 15 years & above
• Should have a minimum of 10 years of experience Heading HR & FMS in a large Manufacturing /Power /Process Industry