AGM- HR, Energy Corporate

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.

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

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

Monitoring all site HR Function

12 to 15 years