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Manager - HR

Date: 12-May-2022

Location: Delhi, IN

Company: GMR Enterprises Pvt Ltd GMR Group

JOB PURPOSE

Execute implementation of Knowledge Management (KM) strategies in GCS and support implementation in other businesses across the group using a diverse combination of collaborative approaches to aid organizational excellence & sustainability through systematic and timely knowledge capture and dissemination.

•    Lead, Develop and implement HR systems, processes & policies for Mumbai Office to enhance employee engagement and also achieve Operational excellence. 
•    Lead & anchor Talent Management Initiatives for entire GCS & Property    
•    Anchor, Support & Consolidate Monthly Manpower Analytics, GHB/ED/PGHR Review ATRs & Special Projects for CHRO (GCS, Property, Sports, SSC & Geokno)
•    Anchor & Support SSC Talent Acquisition Analytics Review for President – Group HR
 

ORGANISATION CHART

Accountabilities Key Performance Indicators

HR Job Card & People Initiatives for Mumbai Office
•    Develop and deploy HR Process Card incorporating key People Processes as applicable – Town Hall, Skip Level, employee reward & recognition, on-boarding and induction, New Manager Assimilation, BOD events, exit interviews, goal setting, performance appraisals and audit (mid-year, annual), compensation review / recommendations, training (technical, behavioral, tool specific), employee engagement initiatives
•    Roll out of EEEC Survey and finalise the action planning arising out of EEEC survey
•    Roll out focused engagement initiatives arising out of action points

Additional Role: BHR SPOC for Energy sector employees for all Employee Engagement & Technical/Behavioural Training Programs
 

•    Deployment of HR Job Card for Corporate Finance Leaders including self (% - Plan Vs. Actual), HR Job Card Score
•    Employee Engagement – PULSE Score, % Employee Participation, Implementation of Action plans
 
PMP – Goal Setting, Mid-Year Review and Annual Reviews for Mumbai Office: 
•    Conduct Road shows on Goal setting, Midyear & Annual PMP
•    Facilitate in completion of the PMP process
•    Facilitate PMP Moderation meetings and ensure adherence of PDC and fairness in the system
•    Facilitating PMP Appeal process
•    Initiate PIP and monitor the effectiveness of the PIP process
 
•    Timelines
•    Process Compliance
•    Bell Curve across GCS Mumbai Function
•    PIP for identified pool of employees – Plan Vs. Actual
 
Implementation of Statutory compliance as per Regulatory and Industrial Laws & Effective Contract Workforce Management relevant to Mumbai Office: 
•    Ensuring Statutory Compliance of GIL & GMR Energy Establishment in Mumbai, BKC as per the statute & also based on the audit report
•    Ensure Statutory compliances – PT payments & Returns, Shops & Establishment Record Maintenance & Returns etc. for all employee payroll companies in Mumbai office like DIAL, GHIAL, GAL, GIDL, GIL & GEL.
 
•    Periodic Audit – Plan Vs. Actual
•    Audit Observations – Closed Vs. Open
 
   

 

KEY ACCOUNTABILITIES

Accountabilities Key Performance Indicators
Annual Staffing Plan & Talent Acquisition for Mumbai Office:
•    Finalization of manpower requirement for Mumbai Office as per the work design parameters, in alignment with Annual Staffing Plan timelines stipulated by CoE Productivity
•    Finalization of Job Description for all the positions, in consultation HODs
•    Ensure timely closure of open positions through internal / external candidates
•    Continuously monitor and achieve reduction in recruitment cost either through internal redeployment or through Job portals  
•    Ensure healthy gender diversity level in alignment with Group objective and targets
 
•    Sign of Yearly Annual Staffing Plan by January every year
•    100% availability of all JDs, duly finalized and signed off by Ops Heads
•    Make Vs Buy Ratio
•    Plan Vs Actual recruitment cost
•    Y-O-Y % reduction in staffing costs
•    Gender diversity ratio (%), Y-O-Y improvement
 
Talent Management & Succession Planning for GCS and Property across the Group:
•    Finalization of Red Circle Jobs across GCS & Property Operations
•    Identification of top talent through approved 9-Box matrix tools, ensure 360 degree feedback, Personality Profile Assessment and comprehensive Talent Dossier is in place for all top talent. 
•    Facilitate Talent Review as per Group Talent Review & Succession Plan timelines and governance
•    Ensure finalized Talent Review document is signed off, IDPs are finalized and Succession Planning initiatives are initiated (For both – Long term and Step In successors) and Training + Coaching + Grooming of identified talent is initiated as per approved plan
•    Conduct periodic review of Plan Vs. Actual progress, and take necessary actions in order to have assured talent pipe line across GCS functions any point in time
•    Talent Review & Succession Planning for Critical Positions 
•    Talent Review Initiative – Plan Vs. Actual
•    Finalization of Long Term and Step-in successors in consultation with GCS Leadership and Key Stakeholders
•    Implementation of actions arising out of Talent Review (External Hiring, Transfers, Long term intervention)
 

 

 

 

EXTERNAL INTERACTIONS

  • Stake Holders - 
  • Govt Officials 
  • Placement Consultants
  • Legal / Labour Law Consultants
  • Manpower Outsourcing – Adecco, Raxa etc

INTERNAL INTERACTIONS

  • GHB Members
  • GCXOs/ CHRO/ Vertical Heads/ Team Leads
  • Employees in Mumbai (incl. Energy sector & Outsourced Staff) 
  • CHROs, GCFOs, CFOs & GCXOs, COE Heads, CCM, GCM, ED-GCD, ED-Fin & Strategy, ED – Strategic Initiatives
  • Business Finance & Indirect Taxation Teams (For PT compliance), PF SPOCs in Multiple Business
  • HRC Members
  • SSC – WFA, Payroll, Recruitment, Statutory Compliance, L&D
     

FINANCIAL DIMENSIONS

OTHER DIMENSIONS

•    Engagement with key strategic finance team as well as with GHB members which requires high level of emotional balance and executive presence 
•    Plays key role in Business Continuity Plan and Disaster Recovery from people perspective especially during Monsoon season
•    Interaction with the Non-Reporting team to drive HR interventions
 

EDUCATION QUALIFICATIONS

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

RELEVANT EXPERIENCE

•    Total of 12+ years of experience as HR Professional and at least 5+ years as leading end to end HR function 
•    People orientation, performance and accountability driven traits, sharp communication
•    Should have end-2-end HR Operations and Core HR processes, preferably as process lead in the areas of Talent Acquisition, Talent Management and Review, Learning & Development, Employee Engagement and Communication, Statutory compliance, Compensation & Benefits, HR Policies, Employee Data
•    Should have worked with ERP tools e.g. SAP HCM, PeopleSoft, SuccessFactors
•    Drive for results in non-reporting relationships 

 

Accountabilities Key Performance Indicators
Talent Development for Mumbai Office: 
•    To finalize the Training needs through Competency Assessment – Behavioral & Technical /Functional for the Mumbai 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  
 
•    Team Engagement and Motivation
•    TNI – Plan vs Actual
PMP – Goal Setting, Mid-Year Review and Annual Reviews for Mumbai Office: 
•    Conduct Road shows on Goal setting, Midyear & Annual PMP
•    Facilitate in completion of the PMP process
•    Facilitate PMP Moderation meetings and ensure adherence of PDC and fairness in the system
•    Facilitating PMP Appeal process
•    Initiate PIP and monitor the effectiveness of the PIP process
 
•    Timelines
•    Process Compliance
•    Bell Curve across GCS Mumbai Function
•    PIP for identified pool of employees – Plan Vs. Actual
 
Implementation of Statutory compliance as per Regulatory and Industrial Laws & Effective Contract Workforce Management relevant to Mumbai Office: 
•    Ensuring Statutory Compliance of GIL & GMR Energy Establishment in Mumbai, BKC as per the statute & also based on the audit report
•    Ensure Statutory compliances – PT payments & Returns, Shops & Establishment Record Maintenance & Returns etc. for all employee payroll companies in Mumbai office like DIAL, GHIAL, GAL, GIDL, GIL & GEL.
 
•    Periodic Audit – Plan Vs. Actual
•    Audit Observations – Closed Vs. Open
 
   

 

 

COMPETENCIES

  • Team Leadership, Teamwork & Interpersonal Influence: Capability to develop & converge individual potential to execute team objectives. Effectively intermingle and relate with individuals in a positive manner. | Interview
  • Business Insight: Ability to understand the implications of Business decisions and strive to enhance organizational performance. | Interview
  • Personal Effectiveness: Demonstrating responsibility & reliability through actions to manage critical and challenging situations. | Interview
  • Managing Performance: Effectively monitors and measures performance. Develops people and drive results. | Interview
  • Problem Solving: Ability to identify solutions exploring different options in gathered information. | Interview
  • Communication: Ability to listen, interpret, simplify complex concepts, thoughts & ideas in verbal / non verbal form. | Interview
  • Decision Making: Ability to systematically think through a problem and its component parts, garner relevant information and not taking things at face value. | Interview
  • Execution and Operational Excellence: Ability and desire to execute with attention to detail, speed, accuracy and consistency | Interview
  • Stakeholder Focus
  • Networking
  • Execution & Results
  • Teamwork & Interpersonal influence
  • Problem Solving & Analytical Thinking
  • Planning & Decision Making
  • Capability Building
  • Strategic Orientation
  • Personal Effectiveness
  • Entrepreneurship
  • Social Awareness
  • Innovation
  • Managing Change and ambiguity by creating Win-Win
  • Determination(Contextual and Flexible)
  • Learning Ability
  • Making & Navigating proposals
  • Scanning, Networking & External orientation
  • Statutary Compliance , Superannuation, Gratuity & Insurance Management
  • HR Operations
  • Performance Management
  • Business Excellence