KNOWLEDGE: HR functions & processes (Compensation & Benefits, L&OD;, PMS, Recruitment, Engagement activities, Health & Safety etc) Industry Practices - Best, Good, Bad HR Models and Organization Development Theories DETAILED

JOB DESCRIPTION
Strategy, Policies and Procedures: 1. Work with the company OD lead and Business Head/ Director to strategically plan HR initiatives, organizational design and development strategies to benefit the company and encourage efficient & beneficial work from employees. 2. Design and Deploy OD SOPs, policies, processes and guidelines to meet long and short term business goals. 3. Maintain all HR policies and procedures and provide guidance and interpretation to staff by continually educating employees on company policies. 4. Assist employees and managers with their queries on such OD programs and policies. 5. Oversee performance evaluation procedures. Culture and Engagement Design and implements a variety of workforce and organizational development programs (e.g. employee wellness, leadership development, employee recognition, and performance excellence, etc.) 6. Monitor employee progress and stay abreast of company climate and culture, ensuring it stays positive and productive, build a positive and achievement-oriented working workplace where employees be able to live the Values of the organization. 7. Foster cross-functional relationships and ensure managers and employees are properly connected. 8. Regularly meet with employees for progress reviews and assessments, discussing any problems or grievances they may have to do with OD Partner with Corporate OD teams to deploy Global OD Programs in ME Work with management to address employee concerns and conflicts. 9.



Identify and incorporate best practices and lessons learned into program plans. 10. Keep key company stakeholders apprised of all developments, communicate progress and challenges related to the companys vision, goals and culture through provision of data to MIS team. 11. Learning and Talent and Performance Management Consult with management on performance, organizational and leadership matters. 12. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance. 13. Conduct research and analyze data in relation to the alignment and success of company goals, which includes identifying skill gaps and developing critical feedback on implemented training programs. 14. Create relevant surveys that help evaluate the effectiveness of training and identify ways to enhance efficiency and adaptability within the organization. 15. Direct the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company. 16. Assist managers in creating job training programs and professional development programs for employees. 17. Design and develop training programs/calendars for management and employees. 18. Collaborates with internal subject matter experts for the purpose of designing, conducting and evaluating training content, methods, materials and program scheduling. 19. Review evaluations of training courses, objectives and accomplishments. 20. Make assessments of effectiveness of training in terms of employee accomplishments and performance. 21. Train employees on OD issues and practices. 22. Manage the Leadership Pipeline Program

📌 Learning And Development Assistant Manager (Mumbai)
🏢 SilverLines HR
📍 Mumbai