AGM- HR, Energy Corporate

Job Purpose

Drive Talent Acquisition, Talent Development and Employee engagement and ensure implementation of related HR processes across for Energy corporate and Distribution Business in alignment with the corporate HR architecture.

• Talent Acquisition
• Lead Learning and Development
• Drive Talent Review, Succession Planning and IDPs
• Facilitate work place harmony through continuous engagement to create a productive and cohesive climate for business.
• Driving Employee Engagement.

KEY ACCOUNTABILITIES

Accountabilities

Key Performance Indicators

Manpower Planning & Talent Acquisition :
Ensure availability of manpower as per the manpower requirement
Timely closure of open positions through internal/external candidates
Achieve reduction in recruitment cost either through internal redeployment or through Job portals
Talent Management and Employee Engagement:
To Drive the implementation of Talent Management initiatives viz :
a) Employee Communication initiatives viz : Skip Level Meetings : as per calendar (once in 6 months), Town Hall: as per calendar (once in 6 months), Staff)
Driving Performance Management Process as BHR and ensuring timely completion of Goal Setting and Performance Appraisal
Develop & implement interventions to improve Employee Engagement
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
Driving Talent Review and Succession planning
Developing IDPs and monitoring progress

Make Vs Buy Ratio
Plan Vs Actual recruitment cost

No of communication forum organized

Timely completion
EE Score
MIS - Plan vs Actual
Timeline / Readiness of talent pipeline
% coverage

EXTERNAL INTERACTIONS

• Consultants

INTERNAL INTERACTIONS

• Energy Corporate and Distribution Teams
• COE Team
• Functional Heads

FINANCIAL DIMENSIONS

HR AOP for Energy Corporate and Distribution Business (Approx. 50 Cr.)

OTHER DIMENSIONS

Monitoring all site HR Function

EDUCATION QUALIFICATIONS

• MBA in HR

RELEVANT EXPERIENCE

12 to 15 years

COMPETENCIES