Designation: Assistant Manager

Location: India West Bengal Hindalco, Belur

Organization: Metals

:

1) Job Purpose: Responsible for Facilitating and Implementing the HRD activities, Learning & Development, Training of Belur Works ensuring timely submission of data as per Corporate Guidelines. Enable the HRIS (Poornata) of Belur Works and assist the erstwhile units of Indal on correct usage of the system.

3) Job Context & Major Challenges:

The Sheet rolling at Belur (very near to Kolkata) was the first plant of Indal to be set up way back in 1941 under Indian Aluminium Company Limited (INDAL). With effect from 1st April 2004, most units of INDAL, including Belur unit merged with Hindalco Industries Limited. The initial capacity of the plant was 2500 tons per annum. With passage of time, there has been numerous expansion and modernization and the present capacity of the plant is about 50000 tons per annum.

Belur produces the following products:

- Rolling Sheet-Foil Stock-Closure Stock-Flooring Sheet-GEQ Coil etc.

Main Competitors are NALCO, BALCO and Chinese Products which are of low price and good quality. Their surface and packing are of good finish. Keeping in view the rapid growth and globalization of business HR Department has a separate section, which handles the process of training & development activities in the company.The training & development activity includes programmes for managers, supervisors and workers. Work integrated Continuing Education has been launched for the multi levels of employees. Regular training of employees from Sister Concern units are handled and co-ordinated

Major Challenges

Developing new talent (GETs and DETs) to the organisation, which would work as a real asset to the organisation and make them ready for future expansions.

Key Result Areas/Accountabilities

Supporting Actions

Induction & Orientation of GETs:

Design/Develop/implement/Coordinate & evaluate the whole process of Training & Development of all GETs

- Implementing the comprehensive Induction Training plan for all new GETs (Phase I, II & III).
- Regular feedback from Plant to further improve upon the development activities.
- Monitoring and accordingly taking corrective measures, in the development plan of new GETs, during the whole year.




- Preparation of final report of individual engineer for his strengths and areas of improvement and cascading it to the concerned sectional heads for further nurturing of their core-competencies.
- Timely and effective completion of all phases.
- Implementation of mentoring & Buddy system.
- Timely & effective schedule of classes.
- Ensure maximum learning provided through shopfloor visit.
- Smooth Grievance handling.
- Monitoring of Project Assignments, Works Diary etc.
- Organise various engagement initiatives & participation in various competitions and programmes.

Induction & Orientation of DETs:

- Implementing Induction Training of DETs.
- Regular feedback from Plant to further improve upon the ongoing development activities.
- Preparation of final report of individual DET for his strengths and areas of improvement and cascading it to the concerned sectional heads for further nurturing of their core-competencies.
- Implementation of mentoring system.
- Smooth Grievance handling.
- Organise various engagement initiatives & participation in various competitions and programmes.

Learning Assessments

- Design, conceptualise, develop, and implement course content in sync with the requirements and needs of the organisation with focus on updating the contents on timely basis.
- Implement learning assessments such that the certification is obtained by the employee (s) concerned.
- Bring innovation to the approach with identification of creative, cost effective, impactful ways to deliver programs across organization.

DETs Engagement Developing young professionals through series of engagement activities/ review mechanism.

Proper implementation of career path.

Implementation of Learning initiatives at unit successfully:

- Interaction with Leaders

- Mentoring for DETs
- Formulate/Plan & conduct yearly Learning Plan for DETs previous

batches
- Monitoring Learning status
- Learning Charter – For Fresh DETs

Succession Pipeline: Identification of significant roles and ensuring succession planning to fill in the same roles.





Identification of critical roles at all levels within the organization in consultation with senior leadership time to time and identifying successors to maintain a healthy succession pipeline.

Ensure Succession planning for the key roles in the organization in discussion with the Senior Leaders

Build solid pipelines for all critical and leadership roles.

Customer Centricity To Strengthen Training Effectiveness Process

Ensure up to date data in Poornata ELM module & Training software.

Ensure Training processes as per designed SOPs. -Strengthening Training System & Practices

Knowledge Management

- Recruitment Strategy
- Defining and driving the team to meet and exceed hiring benchmarks relating to time to fill, cost per hire, diversity hiring, and hiring manager and candidate satisfaction.
- To ensure the hiring of all positions aligns with the organization structure and approved workforce plan as per PBS.
- To evaluate and analyze the total employment cost of Hindalco on the Cost to Company (CTC) approach.
- To evaluate and analyze the total employment cost with the past business results the future growth scenario and critical economic
- To Develop suitable long-term & short-term workforce planning considering separation, superannuation, Critical role, predictive hiring, and the requirement for new projects.
- To ensure a smooth onboarding experience for all new joiners.
- To monitor and review onboarding feedback scores and initiate corrective action based on feedback.
- To create and establish new and cutting-edge ideas for the Signature Onboarding Experience
- To ensure and monitor the timely execution of Confirmation/ Transfer/ Separation formalities of Management, LMS, personnel for enhanced employee experience.
- To manage and analyse the life cycle stages: attraction, recruitment, onboarding, retention, development, offboarding, and happy leavers.
- Poornata WFA & Position Management module
- Administer and ensure Poornata position management module is always in alignment with approved organization structure.
- Administer accurate mapping of job descriptions in Poornata position management.
- Manage number of personal job bands.
- Guide to conduct Poornata audits related to Position Management and WFA.
- Support units to ensure timely updating of WFA module including compensation data so that employee life cycle processes are not hindered.

📌 AH HR & Training (West Bengal)
🏢 Aditya Birla Group
📍 West Bengal