A. Performance Management System (PMS)

- Design, implement and continuously improve the organisation-wide PMS framework aligned with business goals and organisational priorities.
- Drive annual goal-setting, KRAs/KPIs, mid-year reviews and annual performance appraisals across corporate and plant locations.
- Ensure effective implementation of performance calibration and moderation processes to maintain fairness, consistency and transparency.
- Facilitate performance evaluation discussions with business leaders and functional heads.
- Monitor PMS completion, quality of goal setting, evaluation timelines and closure of appraisal cycles.
- Drive performance improvement plans (PIP) for underperforming employees in consultation with business leaders.
- Analyse performance data and provide actionable insights to management for talent and business decisions.
- Ensure integration of PMS with increments, promotions, incentives, rewards and career progression.

B. Talent Management & Succession Planning

- Develop and implement an integrated talent management strategy aligned with the organisation's growth plans.
- Identify, assess and develop High-Potential (HiPo) employees and critical talent pools.
- Drive talent reviews, talent mapping and succession planning for leadership and critical positions.
- Develop succession pipelines for key positions across corporate, cement plants and project locations.
- Implement competency-based talent assessment and development frameworks.
- Partner with business leaders to identify critical skill gaps and future leadership requirements.




- Develop Individual Development Plans (IDPs) for identified talent and track their progress.
- Drive career development, job rotation, internal mobility and leadership development initiatives.
- Establish talent retention strategies for critical and high-performing employees.
- Monitor talent pipeline effectiveness, succession readiness and internal talent movement.

C. Leadership Development & Organisation Development

- Identify leadership competency gaps and develop targeted leadership development interventions.
- Partner with Learning & Development to design customised development programmes for emerging leaders and senior management.
- Drive assessment centres, development centres and psychometric assessments wherever required.
- Facilitate leadership capability building and behavioural competency development.
- Support organisation restructuring, role clarity, competency mapping and organisation effectiveness initiatives.
- Promote a high-performance culture through continuous feedback, coaching and leadership accountability.

D. HR Governance & Process Excellence

- Establish and strengthen HR governance frameworks, policies, SOPs and process controls across the organisation.




- Ensure standardisation and compliance of HR processes across corporate and plant locations.
- Review HR policies periodically and recommend changes in line with business requirements and statutory/regulatory developments.
- Drive HR audits, process reviews, compliance monitoring and closure of audit observations.
- Establish governance mechanisms for PMS, promotions, transfers, career progression and talent decisions.
- Ensure transparency, consistency and documentation of HR decisions and approvals.
- Monitor adherence to delegated authority matrix (DOA) and established HR approval processes.
- Develop HR dashboards, MIS and management reports to track key HR performance indicators.
- Identify process gaps and implement corrective and preventive actions.
- Drive HR digitisation, automation and data integrity across HR systems.

E. HR Analytics & Strategic Business Partnering

- Develop dashboards and analytics covering performance distribution, talent retention, succession coverage, promotion trends and workforce capability.
- Provide data-driven recommendations to senior management on talent-related decisions.
- Work closely with HR Business Partners and plant HR teams to ensure effective execution of corporate HR frameworks.
- Facilitate quarterly and periodic talent review meetings with business leadership.
- Support manpower productivity and organisation capability planning.
- Present periodic updates and strategic recommendations to CHRO and business leadership.

📌 Agm - HR (Raigarh)
🏢 Jindal Steel
📍 Raigarh