Job Title: General Manager HR

Business Unit: / Piramal Sarvajal / Domain: / HR
Location: / Ahmedabad / Band/Grade: / 3
Department: / Piramal Foundation / Last updated on: / October 2016
Degree of Travel required to: / Low to Medium

Purpose of Job

/ Partner with theSarvajal Leadership teamand effectively deliver results through people strategy in all HR domains of Recruitment, HR Operations & Talent Management. Closely coordinating with all key stakeholders to ensure effective and efficient HR programs that maximize employee satisfaction and performance levels.
Key stakeholders / External / Internal
  • Vendors
/
  • All Employees
  • Mumbai Team HR

Reporting structure / Role directly reports to / Positions that report into this role
  • CEO
/
  • HR Manager

Essential Qualifications / Post Graduate/Master’s degree or equivalent in HR
Essential Experience / 12-15 years’ in managing HR function as corporate and/ or as HRBP
Competencies / Behavioral
  • Drives for Superior Results and has Passion to win
  • Displays Analytical & Conceptual Thinking
  • Exercises Good Judgment & Drives Change for Competitive Advantage
  • Inspires Continuous Improvement & Breakthrough Thinking
  • Energizes the Team
  • Builds the Talent Pipeline
  • Sets Clear Direction and Aligns Team and Others Around Common Objectives
Technical/Functional
  • Business Partnering
  • Organisational Change
  • Leadership and Organisational Development
  • Talent Management
  • Performance Management

Values
Knowledge /
  • Expertise – we strive for a deeper understanding of our domain
  • Innovation – we aspire to do things creatively

Action /
  • Entrepreneurship – we are empowered to act decisively and create value
  • Integrity – we are consistent in our thoughts, speech and action

Care /
  • Trusteeship – we protect the interests of our customers, community, employees, partners and shareholders
  • Humility – we aspire to be the best, yet strive to be humble

Key Roles/Responsibilities:
  • As a member of the Sarvajal leadership team: develop , implement, syndicate and monitor organization-wide processes and initiatives, aimed at building organisational capability and meeting business objectives
  • Work closely with senior leadership team on the people agenda i.e. recruitment, development, capability building, employee engagement and compensation & benefits
  • To develop strategy, processes and standards for recruiting, selection, and staffing activities
  • To develop and action plans, processes and practices for training and development of employees and ensure succession plans are in place.
  • To ensure that appropriate grading & salary structures are in place to recruit, retain and motivate staff, congruent with the organization’s desired culture.
  • Tobuild a strong culture of performance and people management using best practices
  • To ensure that a complete set of HR policies are in place, covering all aspect of employment.
  • To monitor Business culture and Piramal values-adherence and help drive cultural change
KPIs/Deliverables
  • Employee satisfaction and retention rates across key roles
  • Engagement and interaction with senior management on organization structure and people requirements
  • Satisfaction of top employees with development programs and individual progress
  • Talent pipeline objectives, including effective succession planning; employee selection and retention.
  • ROI for development and training
  • Cost control targets: headcount and employee costs; training and development costs; average cost-to-hire, etc
  • Staffing success rate for key positions
  • Employee retention rate across key roles and segments

Date:Prepared By:HR Department

Approved By:Reviewed By: