Predictive Hiring - SH Rewards JAE PMS & HRMS

Job Purpose

To Initiate, formulate and implement all Policies, Processes & Procedures pertaining to Performance Management System, Rewards & Benefits with transparency, meritocracy and reliability to support the achievement of organizational objectives by way of effective development, utilization & satisfaction of the Human Resource

Job Context & Major Challenges

Job Context

Staple Fibre Division (SFD) Nagda was setup in 1954, From an initial capacity of 5500 TPA, the capacity of this Unit has now grown to 151475 TPA making it the largest VSF unit in India. Due to this organic growth the plant and equipment are mix of vintage and latest designs, small & big capacities and installed in a haphazard manner. The Unit produces widest range of speciality VSF in the group to suit customer varies requirements and is largest producer of spun-dyed VSF in the world. It also uses a mix of different qualities/types of pulp from varies sources. Thus Nagda is the melting pot for the Group where all fluctuations in the manufacturing, relating to production volume input pulp quality and product varieties are absorbed. There has been continuous improvement on all fronts viz quality, safety, production, productivity, product grades, consumption ratios, environmental aspects etc. These are to be sustained and improved further for providing a competitive edge to the business.

This role involves working with diverse group of employees and interacting with all the senior level managers on regular basis. The person has to effectively evaluate the performance of the employees and ensure that all the process are completed within the given time frame. Also the person has to be a patient listener and must have strong negotiation skills.

Major Challenges-

• Providing development and career opportunities to talented staff to ensure growth and maintain a succession pipeline for key leadership roles (especially Department Head, Section Head positions)
• Completion of Goal setting, Mid-Year Review, Annual Appraisals, Annual Compensation Review and the related processes as per defined timelines of GHR/BHR with quality and transparency.
• Drive capability building initiatives among Managers for performance differentiation, Feedback. Development Dialogue etc with full transparency, reliability and meritocracy.
• Aligning employee goals with Unit overall objective and targets.
• Normalization of the employee ratings by continuously coordinating with Department Heads and BHR with full transparency, reliability and meritocracy.
  
  

Key Result Areas

KRA (Accountabilities) (Max 1325 Characters)Supporting Actions (Max 1325 Characters)

KRA1 Performance Management 1. To ensure completion of Goal setting, Mid-Year Review & Annual Appraisals as per the intent of the process within timeframe for SFD, EFD, Establishment, BRI.

• To drive capability building initiatives among Managers for performance differentiation, Feedback, Development Dialogue etc.
• To check the quality of Goals & Appraisal Feedback & suggest correction wherever needed.
• To drive and facilitate the process of Normalization & finalization of ratings, promotions/up gradations & seek approval from the Management.
• Ensure timely ACR Data checking, submission of UPP etc
• To ensure completion of ACR process timely & with accuracy for all on role employees
• To ensure communication of Variable Pay, revised compensation to employees & payroll.
• Support to new joinees for goal setting, CTC understanding, and appraisal process.
  
  

KRA10 10. Coordination with BHR

• Coordinate with BHR for all Unit HR related issues.
  
  

KRA2 Poornata Management 1. To ensure all employees (Management & Non-management) are enrolled on Poornata.

• To maintain WFA & Position Management Modules with 100% accuracy.
• To ensure all data pertaining to employees is updated e.g. Confirmations, Positions change etc.
• To coordinate and get the data updated with Seamex.
• To check and ensure accuracy of Poornata data time to time by the processes of clenathon, report checking etc
• Ensure Poornata leave management is updated.
• Assisting managers and other employees for leave related queries
  
  

KRA3 MIS & Reports 1. Maintain employee database including Manpower breakup Details etc.

• Prepare and regularly update Organization structure of all the departments in consultation with recruitment team and respective departments.
• To ensure addition-deletion data pertaining to GMC, GPA, Nishchint, Payroll inputs etc is sent to the concerned SPOCs on time both for Management & Non Management Cadre employees.
• Monthly preparation and submission of HR dashboard and Position paper, MPR, Presentations etc as per the requirement of BHR/GHR etc.
  
  

KRA4 Reward & Recognition and Communication 1. To facilitate the Unit Management in identification of nominations for ABG Awards/PRIDE schemes and to support in award document preparation.

• To prepare Rewards/Recognition schemes as per the need of the Business and ensure its implementation
• To implement and drive employees recognition schemes like iApplaud.
• To drive communication meet as a part of HR Team as well as other employee communication programs as per need.
• Develop new R&R strategies and launching new schemes to improve employee engagement and boosting employee morale.
• To promote initiatives launched by GHR & BHR
  
  

KRA5 Employee Benefits 1. To drive all employees benefits including GMC, GPA and Nishchint etc.

• To send the renewal data and other related details timely and with 100% accuracy.
• To ensure the new employees are added and exit employees are deleted from benefits timely.
• To negotiate with Insurance company along with Finance Team for value additions in the Policy Designing.
• To coordinate with respective Benefit SPOCs as employee representative from the Unit.
• To coordinate as Unit SPOC for Pratibha and AWOO Scholarship Schemes.
  
  

KRA6 Safety & Health 1. Being Secretary of SO Committee, ensure preparation of Charter, Annual Action plan and organize monthly committee meetings & prepare MoM & follow up on various actions as planned in MoM.

• To contribute towards planning & implementation of various channels of communication to improve overall SO Standard implementation at the Unit.
• To conduct safety observation rounds as defined in the Unit.
• To review and monitor Personal Safety Action Plan timely.
• To prepare and implement SO Rewards and Recognition Scheme at the Unit with full transparency and fairness.
• To ensure the medical checkup is conducted for staff employee every year
• Timely review and suggest modifications if any of existing HR policies
• Prepare new HR policies as and when required
• Implementation of new policies prepared by GHR or BHR
• Conducting training sessions to increase awareness of Unit and Group HR policies
  
  

KRA7 Job Rotation & Succession Planning 1. To prepare succession plan for the critical DH/SH Positions in consultation with FH HR & DH HR.

• To propose, execute and implement Job Rotation Plan for the Unit.
• To device methods in coordination with L&D Team for smooth succession and rotations.
• To prepare office notes for job rotations, reporting changes, elevations, enrichment etc.
  
  

KRA8 8. Organizational Development

• Implementation & coordination for Organizational Engagement.
• Preparation & Updation of JDs.
• Vibes action planning.
• Represent for HR related Audits.
  
  

KRA9 9. Manage Employee Cycle

• Initiating & completing the joining formalities for all new joinees on the day of joining.
• Intimating all concerned departments about the joining.
• Updating Welcome on-Board section on the Business Portal.
• Updating Poornata by initiating the New Hire Action.
• To ensure On Boarding of New Joinees through Poornata.
• Responsible for complete Employee Cycle.