Associate Manager - HR

JOB PURPOSE

Provide support to the COE - TM (Talent Management) in refining and implementing Talent Management initiatives across the Group, including Talent Review, Succession Planning, and Personal Development Plans (PDP).

ORGANISATION CHART

This position reports to the COE Head - Talent Management.

KEY ACCOUNTABILITIES

Identify Roles

• Support COE Head: Work closely with senior management to identify key roles/jobs, determine the need for successors, and identify current incumbents in key positions.
• Talent Dossier Preparation: Prepare and maintain a talent dossier for all approved high-potential candidates, based on their past experiences and competencies, who will undergo the program.

Potential Assessment

• Facilitate Assessments: Help facilitate assessments by Managers/HODs based on the Potential Traits Matrix and proficiency levels.
• Analysis & Documentation: Document assessment results and analyze the data to understand key skill gaps, employee readiness, talent gaps, and retention risks.

Periodic Talent Review

• Support Talent Review Process: Assist COE Head in determining Talent Review Guidelines and facilitate the talent review discussions.
• Talent MIS & Reports: Prepare and maintain related Talent Management Information System (MIS) and Project Management Reports.

Succession Planning

• Create Succession Plans: Assist COE Head in developing succession plans, identifying long- and short-term successors.
• Monitor & Review Progress: Regularly review and monitor the progress of organization-wide succession planning programs, documenting results.

Development Needs Identification & Individual Development Plans (IDPs)

• Facilitate Feedback Mechanisms: Help facilitate PPA (Performance and Potential Assessment) and 360-degree feedback to identify gaps.
• Coordinate IDPs: Support the COE Head in creating and coordinating Individual Development Plans (IDPs) with required inputs from the COE - L&D team.

COE Services

• Support COE Head for TM & SP: Support the implementation of Talent Management (TM) and Succession Planning (SP) for M1, M2, LA/PA, & HODs at LB/PB levels.
• Facilitate Implementation: Assist Business HRs (BHRs) in implementing TM and SP for LB/PB to LD/PD in the business.

KEY ACCOUNTABILITIES - Additional Details

EXTERNAL INTERACTIONS

• Professional Networking: Engage with HR counterparts from other companies, participate in HR forums such as NHRD, NIPM, and network with consulting organizations.

INTERNAL INTERACTIONS

• Senior Management: Regular interaction with CEOs, GCXOs, and Senior Business Leaders to ensure alignment of talent management strategies.
• HR Teams: Collaboration with HR members in various business units and shared service teams.
• Other Departments: Interaction with various departments to implement talent management and succession planning initiatives effectively.

FINANCIAL DIMENSIONS

• Cost Management: Analyze and manage the financial impact of talent management initiatives across the Group.

EDUCATION QUALIFICATIONS

• Required: Postgraduate qualification in HR, P & IR (Personnel & Industrial Relations), or an MBA in HR.
• Skills:
• Conceptual clarity on Talent Management tools
• Good Communication, Interaction, and Influencing Skills
• Execution Skills
• Presentation and Analytical Skills
• Integrity and Detail-Oriented

RELEVANT EXPERIENCE

• 6-10 years of overall experience in HR, with a focus on Talent Management and related initiatives.

COMPETENCIES

• Personal Effectiveness
• Social Awareness
• Entrepreneurship
• Problem Solving & Analytical Thinking
• Planning & Decision Making
• Capability Building
• Strategic Orientation
• Stakeholder Focus
• Networking
• Execution & Results
• Teamwork & Interpersonal Influence