.. design and development and total experience of 7+ Years is required. Experience with Vector test tools such as CANalyzer, CANoe, CANape, etc Knowledge of CAN communication, UDS, J1939, etc Good communication & analytical skills. High level understanding of Model Based Software Development is a plus .. read more
Job Title:
Head Human Resources (Project SBU) Reports To:
CEO/CHRO
Purpose of the Job Develop and design HR strategies and interventions aligned with the overall business strategy of DPMCL. Advise, guide, and support business heads and operating managers in effectively managing human resources to secure superior performance and unleash potential. Evolve HR Processes and systems & oversee implementation to become an employer of choice and secure enhanced employee engagement, empowerment, retention, and satisfaction. Ensure harmonious relationship between organization and employee and groups of employees with due adherence to organization values, culture, statutory compliance, and societal obligations.
Key Result Areas, Associated Responsibilities, and Performance Indicators: Strategic Business Partner: Internalize the business situation and co-create HR Strategies aligned with the changing business needs and priorities. Articulate the Values of the Organization with the leadership team and be the custodian of the values and ethics of the organization and its effective translation in all people and business processes. Communicate and Create a shared understanding of HR Strategies, policies, processes, and interventions. Support business heads and operating managers in the effective implementation of policies and procedures. Develop and maintain HR systems to ensure efficiency and alignment with the organization's IT investment strategy and support all business, regulatory, and operational data requirements. Select and supervise Human Resources consultants, service providers, and learning specialists. Conduct a continuing study of all Human Resources policies, programs, and practices to inform management of new developments.
Manpower Planning Design and lead the process of organizational planning that evaluates organization structure, job design, and manpower forecasting throughout the organization. Confer with other functions and develop the annual manpower plan for the organization in alignment with the organization's strategy and AOP. Guide and finalize manpower budget annually and periodically refine the same to address changing needs.
Learning & Development Lead learning and development initiatives to address current capabilities and future learning needs, including on-the-job operational learning, department special learning, management development, new hire orientation, and onboarding. Approve and monitor the spending of the corporate learning budget.
Performance Management System Lead the development and implementation of the performance management system including performance development plans (PDPs) and employee development programs. Evolve processes and mechanisms for capability and cadre building linked to business needs and ensure effective implementation of the same. Oversee the rollout and ensure organizational, departmental, and individual goals/targets/objectives are finalized.
Compensation & Benefits Develop an effective total rewards strategy and administer programs across the spectrum of the pay and benefits mix. Ensure rewards programs are aligned with other talent programs, are financially sustainable, and support all elements of the organization's HR strategy. Lead competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
Organization Development Evolve organization structure, job design, manning policy, and norm to periodically serve business needs. Direct and manage the company-wide process of organization development to address issues such as succession planning, career growth, and leadership pipeline in sync with organization needs and employee aspirations. Monitor employee communication and feedback through avenues such as organization meetings, suggestion programs, employee surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use. Evolve a code of conduct for employees and create a mechanism for its appreciation, implementation & adherence. Monitor instruments for capturing and resolving employee concerns and grievances. Identify and monitor the organization's culture so that it supports the attainment of the organization's goals and promotes employee satisfaction. Drive strong visibility of the brand through enhanced employer branding and introduce a Diversity & Inclusion agenda firm-wide Keep the management team informed of significant problems that jeopardize the achievement of organization goals, and those that are not being addressed adequately at the line management level.
Employee Relations Create systems and processes for due compliance with all statutory requirements by the organization and employees to be the benchmark. Take primitive action to insulate the company from lawsuits and litigations & take effective remedial action in the event of such an exposure.
Functional Capability of HR Team Create a robust HR Department to ensure on-time and superior delivery of HR services. Identify and meet the capability development needs of every member of the department to enable him/her to perform optimally while encouraging innovation and creativity. Empower team members and foster a culture of customer-centricity in the department. Coach and mentor the team members for nurturing and unleashing their potential. Build commercial acumen and cost consciousness in the department.
Human Resources Management System (HRMS) Lead the development and maintenance of the Human Resource Management System.
Education Qualification and Experience: MBA (HR)/MHRM/PG Diploma in HRM with 15-18 years of experience out of which 4-5 years in a lead HR role having worked in EPC/Project Management Companies
Technical Competencies/Skills Strong understanding of HR processes, Strategic Vision, Strong Business Acumen, Change management skills, Knowledge of Organizational Development theories and practices, Strong Technology orientation, Demonstrated success in the design/development/administration of HR Programs, Strong understanding of related regulatory requirements and relevant employment laws, Knowledge of HR Information/Management Systems.
Behavioral Competencies Strategic leadership, Influencing without authority, Financial analysis, Interpersonal and communication skills, Solution and problem-solving orientation, Ability to build trust and collaborate with others at all levels within the organization and operate in a fast-paced environment, Comfort with ambiguity, Emotional intelligence, and Attention to Detail.
Head Human Resources (Project SBU) Reports To:
CEO/CHRO
Purpose of the Job Develop and design HR strategies and interventions aligned with the overall business strategy of DPMCL. Advise, guide, and support business heads and operating managers in effectively managing human resources to secure superior performance and unleash potential. Evolve HR Processes and systems & oversee implementation to become an employer of choice and secure enhanced employee engagement, empowerment, retention, and satisfaction. Ensure harmonious relationship between organization and employee and groups of employees with due adherence to organization values, culture, statutory compliance, and societal obligations.
Key Result Areas, Associated Responsibilities, and Performance Indicators: Strategic Business Partner: Internalize the business situation and co-create HR Strategies aligned with the changing business needs and priorities. Articulate the Values of the Organization with the leadership team and be the custodian of the values and ethics of the organization and its effective translation in all people and business processes. Communicate and Create a shared understanding of HR Strategies, policies, processes, and interventions. Support business heads and operating managers in the effective implementation of policies and procedures. Develop and maintain HR systems to ensure efficiency and alignment with the organization's IT investment strategy and support all business, regulatory, and operational data requirements. Select and supervise Human Resources consultants, service providers, and learning specialists. Conduct a continuing study of all Human Resources policies, programs, and practices to inform management of new developments.
Manpower Planning Design and lead the process of organizational planning that evaluates organization structure, job design, and manpower forecasting throughout the organization. Confer with other functions and develop the annual manpower plan for the organization in alignment with the organization's strategy and AOP. Guide and finalize manpower budget annually and periodically refine the same to address changing needs.
Learning & Development Lead learning and development initiatives to address current capabilities and future learning needs, including on-the-job operational learning, department special learning, management development, new hire orientation, and onboarding. Approve and monitor the spending of the corporate learning budget.
Performance Management System Lead the development and implementation of the performance management system including performance development plans (PDPs) and employee development programs. Evolve processes and mechanisms for capability and cadre building linked to business needs and ensure effective implementation of the same. Oversee the rollout and ensure organizational, departmental, and individual goals/targets/objectives are finalized.
Compensation & Benefits Develop an effective total rewards strategy and administer programs across the spectrum of the pay and benefits mix. Ensure rewards programs are aligned with other talent programs, are financially sustainable, and support all elements of the organization's HR strategy. Lead competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
Organization Development Evolve organization structure, job design, manning policy, and norm to periodically serve business needs. Direct and manage the company-wide process of organization development to address issues such as succession planning, career growth, and leadership pipeline in sync with organization needs and employee aspirations. Monitor employee communication and feedback through avenues such as organization meetings, suggestion programs, employee surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use. Evolve a code of conduct for employees and create a mechanism for its appreciation, implementation & adherence. Monitor instruments for capturing and resolving employee concerns and grievances. Identify and monitor the organization's culture so that it supports the attainment of the organization's goals and promotes employee satisfaction. Drive strong visibility of the brand through enhanced employer branding and introduce a Diversity & Inclusion agenda firm-wide Keep the management team informed of significant problems that jeopardize the achievement of organization goals, and those that are not being addressed adequately at the line management level.
Employee Relations Create systems and processes for due compliance with all statutory requirements by the organization and employees to be the benchmark. Take primitive action to insulate the company from lawsuits and litigations & take effective remedial action in the event of such an exposure.
Functional Capability of HR Team Create a robust HR Department to ensure on-time and superior delivery of HR services. Identify and meet the capability development needs of every member of the department to enable him/her to perform optimally while encouraging innovation and creativity. Empower team members and foster a culture of customer-centricity in the department. Coach and mentor the team members for nurturing and unleashing their potential. Build commercial acumen and cost consciousness in the department.
Human Resources Management System (HRMS) Lead the development and maintenance of the Human Resource Management System.
Education Qualification and Experience: MBA (HR)/MHRM/PG Diploma in HRM with 15-18 years of experience out of which 4-5 years in a lead HR role having worked in EPC/Project Management Companies
Technical Competencies/Skills Strong understanding of HR processes, Strategic Vision, Strong Business Acumen, Change management skills, Knowledge of Organizational Development theories and practices, Strong Technology orientation, Demonstrated success in the design/development/administration of HR Programs, Strong understanding of related regulatory requirements and relevant employment laws, Knowledge of HR Information/Management Systems.
Behavioral Competencies Strategic leadership, Influencing without authority, Financial analysis, Interpersonal and communication skills, Solution and problem-solving orientation, Ability to build trust and collaborate with others at all levels within the organization and operate in a fast-paced environment, Comfort with ambiguity, Emotional intelligence, and Attention to Detail.