The incumbent will design and execute various HR initiatives in alignment with organizational objectives. He/she will be responsible for driving the performance management, rewards & recognition, talent management & succession planning framework, interventions towards leadership development, employee engagement, and any other new initiatives and projects. Understanding the organization's culture and effective management of internal stakeholders will be imperative for this role holder's success.
Key Responsibilities:
Performance Management System (PMS)
Develop, implement, and enhance the Performance Management System (PMS) aligned with business goals.
Drive goal-setting processes (OKRs/KPIs) and ensure timely performance evaluations.
Collaborate with department heads to conduct performance reviews, feedback sessions, and appraisals.
Identify performance gaps and recommend interventions such as PIPs (Performance Improvement Plans).
Facilitate employee recognition programs based on performance outcomes.
Competency Management
Design and maintain a competency framework for various job roles.
Conduct competency mapping and skill-gap analysis to align workforce capabilities with business needs.
Implement competency-based hiring, training, and promotions.
Work with leadership teams to create structured career paths based on competencies.
Training & Development (T&D;)
Conduct Training Needs Analysis (TNA) to identify skill gaps and develop learning interventions.
Plan and execute technical, behavioral, and leadership training programs.
Collaborate with internal and external trainers to deliver effective training modules.
Monitor training effectiveness through assessments, feedback, and ROI analysis.
Design and implement succession planning and talent development initiatives.
Induction & Onboarding
Develop a structured induction & onboarding program for new employees.
Ensure seamless integration of recent hires into the company culture and processes.
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