Immediate Superior: Country Manager

Responsibilities:

• Organization Development & Culture Building

  • To develop a high-performance culture linking vision, core values, leadership competencies, and performance management to enable the organization to achieve its objectives.

  • Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.

  • Lead the implementation of organizational development, re-structure, and change management as appropriate for the organization

  • Provide leadership to the HR team and build organizational capability and effectiveness. Ensure a strong focus on internal customer satisfaction.

• Recruitment & Staffing

  • Develop staffing strategies and implementation plans and programs to identify talent within and outside the organization. Identify appropriate and effective external sources for candidates for all levels within the company.

  • Partner the best vendors for sourcing the right resources for the organization

  • Establish a long-term relationship with appropriate college campus across domains to make The company the preferred employer at campus

  • Create a rolling plan in consultation with each department head in line with company’s growth plan

• Talent Development

  • Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the business of the company.

  • Define key competencies for each role within the organization in line with company’s mid to long term plan

  • Create career paths and ensure implementation of the career planning process for every role and individual within the organization

  • Create a succession planning model for the organization comprising of a structured rotation and skill enhancement plan.

  • Ensure that each key position has at least two successors identified and prepared

  • Build a quarterly talent review process managed with the Department Head within the organization

• Performance Management

  • To Build and maintain a Performance Management system including objective setting / alignment, performance review process, development planning, succession planning and the associated process to ensure focus on business goals development of employee capabilities and career potential, aligned reward systems and retention of talent.

  • Ensure communication of KRAs to everyone within the organization.

  • Establish a strong measurement process in line with the objective of being a Performance Based Organization

  • Equip managers to train and manage their respective teams including counselling and performance coaching.

• Training & Development

  • To provide a sense of direction to the employee training & development and leadership development initiatives across the organization aligned to organizational requirements

  • Oversee establishment of skill set matrix for each position in the organization. To set up systems and process for ongoing feedback to determine gaps or skill enhancement requirements and organize skill enhancement sessions on a regular basis.

  • To set up the culture of ‘Train the Trainer’ to have a multiplier effect and speedier implementation of training programs.

  • Establish Retail Training Academy across locations to cater to operational training requirements of retail business

• Employee Engagement/Relations

  • Maintain cordial relationship with the union and a healthy IR scenario at all locations of the company

  • To maintain good relations with concerned government personnel and agencies to help maintain better industrial relations in the company

  • Create a two-way communication channel within the organization to ensure better leadership connect

  • Build and manage a comprehensive reward mechanism within the organization