Senior Manager - Human Resources Middle East Africa

Designation: Senior Manager HumanResources BusinessUnit: GlobalFormulations Business Function: Human Resources (Middle East & Africa) BaseLocation: HO, Mumbai Reportingto: Sr.General Manager Human Resources

Role Overview: The role holder is responsible forensuring that people strategies are aligned with Business growth plans for theregion. The role holder is responsible for all employee lifecycle processes, execution of corporate strategy and projects across the regions, ensure that HRsystems and processes are built and sustained across the regions, drive peopleactions that enable growth in each of the markets, act as a mentor and coach tocountry leadership and drive employee engagement and HR governance in theregion.

Overall Job Responsibilities:

HR Planning:

• Assimilate all man power requirements and prepare an overall manpower budget for the region for the year
• Track and report Manpower Cost and Headcount on regular basis for management decision making

Recruitment:

• Develop effective sourcing efforts to manage the regions overall workforce requirements
• Lead Talent sourcing for all positions and progressively study the external talent supply against internal trends

HR Analytics and OrganizationalManagement:

• Preparation and reporting of manpower MIS, Vacancy, Attrition Analysis, Recruitment TAT, etc.
• Maintain up to date organisational structure for the region to clarify positions, reporting relationship, interlinkages in terms of department, matrix reporting, etc.

Compensation and Benefits:

• Ensure reward and recognition programs for employees are applied in the region as per corporate guidelines
• Conduct internal and external salary analysis for the region to ensure pay parity
• Lead the annual compensation revision process for all eligible employees in the region

Performance Management System:

• Lead and ensure that the organisational performance management system and process is deployed across the region
• To effectively conduct annual PMS as per guidelines and enable line to make decision on performance aspects
• To ensure that the mid-year and year end performance processes are completed on time
• To ensure that all line/functional managers are trained on performance goal setting and other aspects of PMS

Training and Development:

• Conduct training needs identification analysis for all positions in the region
• Develops the learning landscapes and needs of the region to hasten talent development and sustain their retention Training Calendar
• Establishes learning track metrics for learning tied to the project to determine training ROI
• Ensure delivery of all learning workshops, orientation and training programs for all employees in the region as per training calendar

Talent Management:

• To conduct Talent Management reviews as per calendar and ensure that the development plans are tracked with required rigor.
• To enable line managers for making qualitative decisions on talent.
• People Management
• Driver employee career and skill development, succession planning, and staff training
• Evaluate, guide, coach, and mentors subordinates in the effective performance of assigned tasks

Employee Engagement & EmployeeCommunication:

• Conduct engagement surveys and feedback the data to line with necessary hypotheses.
• Ensure that the survey communication is done on time with right audience
• Execute necessary interventions in line with GCL or external agencies

Statutory Compliance:

• Ensure the required Statutory Compliance is maintained in all offices across the Regions

Educational Qualification: Post Graduate degree in Managementwith specialization in Human Resources

Experience: 8+ years of experience in HumanResources.

Knowledge and Skills:

• Understanding of Pharmaceutical industry Products, skill sets, talent availability, etc.
• Must be good in communications and interpersonal skills
• Must be self-driven, flexible and can work with under pressure, independently or in teams
• Must be knowledgeable in Microsoft applications
• Must be good in negotiation, influencing, coaching/mentoring skills
• Strong business acumen and conceptual thinking abilities
• High results orientation with attention to detail
• A quick learner with strong analytical skills

Behavioural Attributes:

• Demonstrated leadership maturity, ability to inspire and lead diverse teams/ multiple stake holders
• Ability to inspire large teams and channelize their collective energy to meet organizational goals
• Effectively communicating the vision of the organization to all internal stakeholders and gaining buy-in
• Retaining as appropriate, and fully leveraging, the current team of high-talent, senior and statured direct reports
• Persuasively gaining buy-in from all internal and external stakeholders, and establishing operating mechanisms and integrate the functions
• Should be open to travel
• Fast learner, open to change and ambiguity that comes with a fast growing company is a dynamically changing environment
• Quick to translate strategy into actions
• Willing to take tough calls in the interest of the company