Aditya Birla Group Hiring for AH HR at Dadra & Nagar Haveli, Daman and Diu, India Full Time

Drive and align both short-term and long-term HR strategies with business objectives, ensuring efficient execution through the DH – HR. Collaborate intensively with DH-HR of Silvassa and UH Silvassa to anticipate and address business needs. Uphold and reinforce the implementation of HR policies, ensuring steadfast adherence to the HR assurance framework.

Job Context & Major Challenges

Job Context: Aditya Birla Group is India’s first truly multinational corporation. A US $40 billion corporation, the Aditya Birla Group is in the League of Fortune 500. It is anchored by an extraordinary force of over 136,000 employees belonging to 42 different nationalities.

Hindalco is a leading producer of aluminium in the country. Extrusion process is very versatile & cost-effective metal forming process. The Silvassa Hindalco Extrusion section is new location and dedicated for B&C market which requires the low product cost with the utmost quality which is only possible with working of high-end press along with downstream process. Hindalco Industries Ltd. is the Metals Flagship of Aditya Birla Group. Hindalco Industries Ltd. Silvassa Extrusion plant aims to develop a one-of-a-kind Manufacturing Unit that will be highly automated to bring superior quality and consistency. Our staffing philosophy is to create a World Class Experience by partnering with best-in-class professionals who are values-driven, growth driven, learning agile, digitally savvy, self-driven, collaborative, and technically best, to consistently deliver superior and outstanding business results.

Job Challenges:1. Advanced Policy Implementation:

Navigate and enforce HR & Corporate HR policies in environments resistant to change or with deeply ingrained legacy systems. Ensure compliance while addressing unique site-specific challenges and cultural nuances.

• Localized Module Integration:
• Spearhead the adaptation and execution of diverse HR modules at varied site locations, each with its own set of challenges, resources, and operational methodologies. This includes customizing modules to suit specific site needs while maintaining corporate consistency.
• Cultural and Communication Overhaul:
• Lead a transformative initiative to reshape entrenched work cultures, advocating for open communication and collaboration across diverse teams and hierarchies. Address potential resistance, fostering an atmosphere of trust and adaptability.
• Dynamic KRA Alignment:
• Craft and manage a flexible KRA distribution system that aligns with fluctuating business needs. Ensure top-down coherence, and adapt strategies rapidly in response to shifts in organizational objectives, external market forces, or unforeseen challenges.

These amplified challenges paint the role as one requiring not just expertise but also adaptability, foresight, and a nuanced understanding of diverse work cultures and environments.

Key Result Areas

KRA (Accountabilities) (Max 1325 Characters)Supporting Actions (Max 1325 Characters)

KRA1 Application of HR Policies, procedures and practices

• Manpower planning and assessment matching with production target.
• Utilization of all available manpower resources at their most effective level.
• Ensure completion of payroll, statutory compliance returns as per various acts.
• Monitoring financial objectives by implementation of cost effective budget; scheduling expenditures, monitoring costs; analyzing variances.
• Ensure maximum utilization of available resources to make the system cost efficient.
• Make SOPs and its implementation for grievance handling system.

KRA10 HR Data Analytics & Strategy Forecasting

• Leverage HR metrics and analytics to derive actionable insights, inform decisions, and predict future HR trends. Utilize this data to refine HR strategies, ensuring alignment with business needs and enhancing overall workforce efficiency.

KRA2 HR , Rewards & Recognition & Organizational Development nsure preparation of JDs & its timely evaluation

• Ensure submission of Goal settings within target timelines of Management.
• Responsible for collection of data for creation of talent pool, Potential assessment, DAC and share it with Corporate Talent Management team.
• Prepare competency mapping and succession planning for critical positions of Silvassa.
• Drive Rewards and recognition culture through proper implementation of PRAISE, PRIDE and Instant Sabashi Awards.
• Arrange exposure visits for employees
• Optimize the manpower and its future requirement in consent with Management.
• Develop skills matrix module for Silvassa employees
• Create a high performance culture enabling employees to contribute their best across all the Extrusion and Die Shop location of the organization.
• Ensure co-ordination with respective factory HR Heads implementation of performance management system in order to ensure employee performance is monitored / rewarded in a consistent manner within the Company’s Performance management framework.
• Performance based pay, Reward and Recognition initiatives

KRA3 Learning & Development

• Conceptualizing & developing training & development initiatives for improved productivity, building capability and quality enhancement.
• Prepare annual training calendar for executives as well as for workmen cadre and get it approved from Corporate HR.
• Building in house capability for continuous skill up-gradation
• Identifying capable workmen and developing them into Supervisors
• Training workforce to multi-skill to manage impact of absenteeism
• Training communication and records maintenance through ELM Module.
• Responsible for proper training need analysis and feedback mechanism.

KRA4 Job Evaluation and Org Design.

• Coordinate with the FH’s and BCOE rewards team along with Cluster Rewards team on timely evaluation of positions.
• Ensure that the Job Descriptions are updated on the system as per the defined roles.
• Ensure that the changes on positions data are updated on the system thereby coordinating with Central BCOE team.

KRA5 Performance Management

• Ensure that the performance appraisal process is conducted as per the timelines defined by the business.
• Conduct various awareness sessions across the unit on Goal Setting, Mid-Year and Final Year.
• Ensure that the WFA data is updated at all times to ensure smooth operational flow.
• Do a thorough audit of the Goals so as to ensure the employee goals are as per defined guidelines.
• Ensure PIP implementation within timelines.

KRA6 Recruitment & On Boarding process

• Responsible for required changes in Organization chart.
• Ensure implementation of TALEO module and its application for recruitment & Onboarding processes.
• Coordinate with Cluster and Corporate HR team for necessary support in recruitment process.

KRA7 Life Cycle Management

• Responsible for collection of Payroll inputs and timely share with Cluster Payroll team.
• Maintain Life Cycle Management of employees through Poornata module.
• Responsible for proper records and timely corrections in Poornata.
• Ensure that the HRMIS is updated at all times and reconcile the same on regular intervals.
• Support FH HR with data driven decision making with proper HRIS data.
• Audit and reconcile the WFA data every quarter so as to ensure that the data is clean at all times.

KRA8 Employee engagement & Stakeholder Communication & Alignment

• Prepare HR Scorecard for the employees.
• Act as the Supreme Career Counselor for Support functions through their Performance Development Plans.
• Implement Performance Management System & identify scope for enhancement by linkage to Variable incentive plan.
• Initiate & drive various rewards & recognition (R&R) programs.
• Formulate new HR policies aligned with organizational requirement basis & as per corporate trend analysis.
• Maintain a consistent communication plan on HR core activities across the organization levels.
• Ensure healthy employee-management relations in the organization, by capturing the REAL irritants in skips & Pulse.
• Ensure transparent and consistent communication between HR and other organizational departments. Facilitate regular feedback loops and collaborations, ensuring HR initiatives and strategies resonate with and support broader organizational objectives.

KRA9 Diversity, Equity, and Inclusion (DEI) Initiatives

• Spearhead efforts to cultivate a diverse and inclusive workplace environment. Oversee the development and implementation of programs and policies that promote diversity, equity, and inclusion at all levels within the organization.