OBJECTIVE 1: Build a High-Impact Learning Ecosystem That Elevates Skills, Productivity & Business Execution (L&D; – 60%)

KR 1.1 — Learning Coverage & Engagement

- Achieve 85% training participation across targeted employee segments by Q4.
- Deliver minimum 4 functional capability programs per quarter across Sales, Service, Operations, and Corporate teams.
- Launch two enterprise-wide learning interventions (e.g., Manager Excellence, First-Time Leader Program).

KR 1.2 — Capability Improvement & Skill Uplift

- Implement role-specific capability matrices for min. 3 business verticals.
- Build and deploy competency assessments for critical roles with 90% completion.

KR 1.3 — Digital Learning Transformation

- Launch minimum 8 e-learning modules (product, process, behavioural).
- Automate Learning Calendar, nomination workflows & feedback tracking.

KR 1.4 — Leadership & Succession Development

- Create leadership development roadmap for mid- and senior-level roles.
- Deliver quarterly Leadership Labs in partnership with business heads.

OBJECTIVE 2: Enable Business Performance Through Strategic HR Partnering (HRBP – 40%)

KR 2.2 — Performance Management & Productivity

- Conduct performance calibration for all BUs, achieving balanced rating distribution.
- Implement development plans for 100% low performers & identified HiPo talent.

KR 2.3 — Employee Engagement & Culture Strengthening

- Conduct quarterly pulse checks and share insights with leadership.
- Implement min. 3 engagement interventions per BU based on survey findings.
- Achieve 10–12% improvement in engagement drivers within the BU.

KR 2.4 — People Advisory & Issue Resolution

- Close 100% employee cases within SLA (grievances, policy queries, ER issues).
- Reduce recurring grievances by 20% through structured root-cause solutions.
- Conduct monthly skip-level connects and publish insights to leadership.

KR 2.5 — HR Analytics & Insights

- Provide monthly People Dashboard (attrition, performance, hiring, engagement).




- Reduce functional attrition by 5% through targeted HR interventions.

OBJECTIVE 1: Build a High-Impact Learning Ecosystem That Elevates Skills, Productivity & Business Execution (L&D; – 60%)

KR 1.1 — Learning Coverage & Engagement

- Achieve 85% training participation across targeted employee segments by Q4.
- Deliver minimum 4 functional capability programs per quarter across Sales, Service, Operations, and Corporate teams.
- Launch two enterprise-wide learning interventions (e.g., Manager Excellence, First-Time Leader Program).

KR 1.2 — Capability Improvement & Skill Uplift

- Implement role-specific capability matrices for min. 3 business verticals.
- Build and deploy competency assessments for critical roles with 90% completion.

KR 1.3 — Digital Learning Transformation

- Launch minimum 8 e-learning modules (product, process, behavioural).
- Automate Learning Calendar, nomination workflows & feedback tracking.

KR 1.4 — Leadership & Succession Development

- Create leadership development roadmap for mid- and senior-level roles.
- Deliver quarterly Leadership Labs in partnership with business heads.

OBJECTIVE 2: Enable Business Performance Through Strategic HR Partnering (HRBP – 40%)

KR 2.2 — Performance Management & Productivity

- Conduct performance calibration for all BUs, achieving balanced rating distribution.
- Implement development plans for 100% low performers & identified HiPo talent.

KR 2.3 — Employee Engagement & Culture Strengthening

- Conduct quarterly pulse checks and share insights with leadership.
- Implement min. 3 engagement interventions per BU based on survey findings.
- Achieve 10–12% improvement in engagement drivers within the BU.

KR 2.4 — People Advisory & Issue Resolution

- Close 100% employee cases within SLA (grievances, policy queries, ER issues).
- Reduce recurring grievances by 20% through structured root-cause solutions.
- Conduct monthly skip-level connects and publish insights to leadership.

KR 2.5 — HR Analytics & Insights

- Provide monthly People Dashboard (attrition, performance, hiring, engagement).
- Reduce functional attrition by 5% through targeted HR interventions.

📌 Deputy General Manager (Gurugram)
🏢 Eastman Auto u0026 Power
📍 Gurugram