Head Of Human Resources

counselling managers oncandidate selection.Off-roll Hiring Agenda- Ensure AOP adherence vis a via Associate AOP numbers. Keep a tight check on Daily Hiring Run Rate- Prepare a strong vendor strategy to meet the ongoing as well as sudden manpower requirements- Prepare a strong sourcing strategy and implement it on the ground.Talent Management, Development and EngagementTo drive Performance Management System, Review and Implement Compensation and Benefits strategies aligned to company guidelines.Enhance Learning and Development Culture across the organization.Lead all efforts for Talent Development and LearningPlan, collaborate execute all training needs of employees on Prepare employees for assignments by establishing and conducting orientation and training programs. (Internal and external programs)Provide all logistics support related to training related activities. Maintain MIS and Dashboard to capture all the training data needed. Provide the data as and when applicable and maintain the same for audit related measures.Create a strong succession plan wherein for each critical role at least 1 person is identified as immediate back-fill and at least 1 is always being readied for the role.Create a strong regime for talent engagement which is rich with Reward and Recognition (R&R) and focused on creating a highly engaged workforce.Work on a comprehensive CSR agenda which is hyperlocal and is co-created with the employees of the Unit.Productivity and People Innovation- Innovate in alignment with Ops teams and ensure that productivity and floor culture is improved on a daily basis- Put in place strong frameworks wherein 5S practices are adhered to and recognized- Create and deploy a strong Associate Value Proposition- Work with Ops team to reduce attrition and ensure higher stickiness of associatesCentral Initiatives- Deploy all initiatives led at Central Level (such as Org wide employee surveys, Goal Setting) and work in unison with the central spocs to adhere to the timelines and- Work on various improvement initiatives as assigned by CPO office and HR tech projects that have direct impact on Supply Chain environment.HR Compliance and Statutory Obligations- Responsible to ensure HR legal compliances by monitoring and implementing applicable statutory Laws, maintaining records and representing the Organization at various Associations related to Human Resources- Liaising with various Private authorities / Statutory bodies and ensure appropriate representation on a variety of legal matters.- Responsible for complying with statutory requirements under various Labor laws (including compliances under Factory act -1948, ID act 1947, CLRA, Payment of Wages Act, PF Act, ESIC Act, Prevention of Sexual Harassment (POSH) etc. Lead the Employee engagement and welfare and Internal Complaints CommitteeHR Operations and Cost adherenceStrong Control on Overtime deployment and statutory adherence around Over timeSupervise Payroll, Leave Management System and Time office managementStrong IR discipline on the floor and active action on all issues of discipline via a swift domestic enquiryData / File and Record ManagementRetain historical human resources records by designing a filing and retrieval system and keeping past and current records for all future audit .Responsible for HR budgets and costs and all other operational HR and AdminChange Management and Culture ImprovementNurture positive work Responsible to lead all change management efforts for the plant in terms of Integration, Harmonization and various other change management topics.