Head-Centre of Excellence

ROLE SUMMARY (PURPOSE)

The purpose of the role is to lead, design and deliver the talent management framework in line with Muthoot Pappachan s strategic objectives, Purpose, Mission, Vision, Values, The role incumbent is expected to execute strategic, tactical, and operational initiatives for leadership development, total wellness, and top talent programs for talent retention & progression.

KEY RESPONSIBILITIES

Lead, Design & Deliver the Culture Journey

1. Internalize the organization's purpose, vision, mission, and values across the organization by conducting culture bootcamps.
2. Embed organization purpose and values across all talent practices designed for HIPO journeys.
3. Embed organization purpose and values in hiring and AC/DC practices.

Lead Design & Deliver the Leadership Development Program

1. Design & deploy an end-to-end framework for the growth of the leadership team (Man Com, Business Heads/ Functional Heads & their direct reports)
2. Build a culture of strengths-based development for the leadership team.
3. Design a journey that entails a holistic development based on the 3 cornerstones of Muthoot Health Triangle Mental, Physical, and Social Well Being
4. Facilitate an individual development plan and help identify coaching support for the leadership team.
5. Build the leadership brand for Muthoot Blue, within and outside the organization.
6. Design and deploy leadership Audit in collaboration with OD Lead
7. Collaborate with Head L&D to deploy learning journeys for the leadership group, based on their individual development plans.

Lead Design & Deliver Top Talent Programs for High Potential High-Performance Team Members

1. Define a robust process, which is objectively designed to identify high-potential, high-performance Muthootians.
2. Use competency mapping, development centers, and organization objectives to define an end-to-end development journey for the top talent at Muthoot Blue.
3. Collaborate with Head L&D to deploy learning journeys based on development center outcomes and IDPs for the top talent identified.
4. Design specific journeys for Business Talent and Functional Talent, to facilitate alignment with business objectives and individual career aspirations.
5. Define an exclusive club for the top talent which includes first in line for IJP, recognition programs, Live projects, Networking with leadership, etc.

Lead Design & Deliver Assessment & Development Centers

1. To build a robust competency framework for Muthoot Blue, with KSA document clearly defining Job Family Competencies, Functional / Technical Competencies, and a Behavioral framework
2. Define proficiency levels for competencies wherever required to assess, identify, and develop gaps / strengths.
3. Use the competency framework to design assessment and development centers for hiring new talent & developing existing talent at mid management and entry level leadership.
4. Design and train teams on Behaviorally anchored rating scale (BARS) to facilitate understanding and assessment of competencies in an AC /DC
5. Train and calibrate with internally identified assessors, thereby building a pool of ready to deploy talent.
6. Conduct AC / DC validations before deploying them for hiring/ people development projects.

Lead Design & Deliver Succession Planning & Career Development

1. Design frameworks to identify critical roles in the organization, based on job evaluation scores and impact business continuity.
2. Define successor identification process and successor profiles to fill in for critical roles, including talent readiness in succession plans.
3. Design a clear path for all Critical roles, Successor profiles and subsequently all roles across Muthoot Blue
4. Provide visibility on career path and development to every Muthootian, by designing a scientific progression path, using the job evaluation scores and parameters.
5. Create Ladder, Lattice & Hybrid career paths, thereby providing Muthootians with an opportunity to grow their professional aspiration with Muthoot Blue
6. Performance Management and Rewards

Lead the design and implementation of performance appraisal processes, including goal setting, feedback mechanisms, and performance evaluations.

1. Partner with various functional heads to identify KPIs and metrics individual, team, and organizational performance.
2. Serve as a trusted advisor to senior leadership on performance management-related matters and contribute to strategic decision-making.
3. Collaborate with talent acquisition and learning and development teams to integrate performance management practices into recruitment, onboarding and training processes

KEY INTERACTIONS

Internal Stakeholders

External Stakeholders

1. Senior Management
2. Business and functional leaders
3. People & Culture Team
4. Finance
5. Procurement
6. Legal
7. External vendors

KEY ROLE DIMENSIONS

Geographical coverage PAN India

Direct Reportees – Upto 3 Nos

KEY SKILLS & BEHAVIOURAL ATTRIBUTES

Key Skills

1. Strong Networking Skills & Relationship Management
2. Consultation & Communication (Written & Spoken) Skills
3. Advanced MS Office application skills (Proficiency in PowerPoint & Excel)
4. Knowledge of personality profiling (PPA/ DISC/MBTI etc)
5. Basic Knowledge of Job Description & Job Evaluation process.
6. Behavioral traits – A compassionate individual with a player attitude and a fearless approach towards open & honest conversations.

Behavioral Attributes- Driven and in alignment with our Purpose “Transforming the life of the common man by improving their financial well-being” and anchored by our core value of integrity, collaboration, and excellence.

EDUCATION / EXPERIENCE

Educational Qualification – Graduate / Postgraduate, Desirable – MBA (HR)

Experience – Overall 15 years with at least 7 years of relevant experience in handling a similar role in a de-centralized matrix structure organization at a national role.