Job Overview

Job Purpose:

• Summarizes the main points of the job description which may include key responsibilities, functions, and duties
• Job Purpose is the prime objective for which the Job holder is responsible for. It is directly controlled by the Job holder
• Should contain 1 – 3 key points
• Develop enablers for effective organization design through optimal role design, job evaluation and competency mapping.
• Conduct Manpower, productivity, and other related studies for workforce productivity improvement.
• Working on structural enablers to drive empowerment, productivity, innovation, and effective ways of working.
• Champion efforts to attract, retain, and develop the best employees within DFPCL by driving employee value proposition for DFPCL

Key Accountabilities & Outcomes

Key Accountability

• Main areas of accountability / key goals of the Job.
• Should contain five to Seven Key Accountabilities.
• Can be derived through Balanced Score Card Perspectives (Financial, Customer, Internal Process & Learning and Growth)

Major Activities/ Tasks

• The tasks under Key Responsibility that the Job holder is supposed to perform to achieve the business goals

Organization Structure & Role Design

• Create buy in for the new structure across the levels in the sectors/ units/ functions for its seamless implementation.
• Develop appropriate job descriptions for the roles that reflect the accurate responsibilities and expectations from the role.
• Anchor Job Evaluation governance and methodology for the organization to ensure effective grading and designation framework for organization and ensure job evaluation of any new roles to align within the existing framework.
• Define the competency framework for all the roles and run assessment against the competencies to find perfect/ near fit for the role.

Manpower, Productivity, and related Enablers

• Lead projects for improvement of workforce productivity across corporate, sector and manufacturing units.
• Conduct deep dive process study, technology requirements and process simplification mechanisms to identify areas of improvement for manpower productivity along with internal stakeholders/ external partners.
• Identify workforce deployment models for specific business context through external market research and drive implementation if suitable to our context.

Other Structural Enablers

• Responsible to craft and deliver enablers for effective organization design through initiatives to drive empowerment through DoA framework, productivity, innovation, and effective ways of working.

Driving Employee Value Proposition

• Communicate the elements of Employee Value Proposition to current and potential employees.
• Continuously review and track the EVP for course corrections in any initiatives and bringing new initiatives as per need.

Work Relations ( Internal and External)

Internal Relations

• Main interface of the Job Holder(Working relationships with Key stakeholders/ internal customers
• Other Job Holders that the Job holder have may to liaise, report or coordinate with

External Relations

• Main interface of the Job Holder(Working relationships with Key stakeholders/ external customers
• Sector Heads
• Sector HRs
• Corporate HR team

External experts / consultants/ agencies to which work gets outsourced for organization restructuring, workforce productivity etc.

ACHIEVEMENT PROFILE

• What are the capabilities required by the Job Holder at this position
• Specify Knowledge ( technical expertise), experience, skills, behavioural competencies, personality required
• It depicts candidate profile for making hiring decision and helps incumbent profile for competency mapping

Education Qualifications / Background

• State minimum qualification required by the Job Holder to work effectively on this position
• Essential:MBA in HR from top management school

Relevant and Total Years of Experience

• Mention years of experience required for the job
• Elaborate more of the relevance / type of the job experience required by the role
• 10- 12 years of HR experience with experience of working in OD.
• Experience in change management preferred.
• Experienced in working with senior managers, leadership teams.

Technical/Functional Expertise

• State minimum proficiency required on specific technical or functional skills required for the Job Role
• Organization Structure, Operating Model
• Strong awareness of change management and cultural integration best practices
• Excellent written and oral communication skills

Behavioural Competencies (List only 3- 5 specific behavioural competencies)

• State behavioural competencies required to function effectively at this position
• Negotiation and Influence
• Decision Making
• Innovation and Out-of-box Thinking

Personality (List only 3- 5 specific personality characteristics)

• Write personal characteristics/ personality type that is suitable to work at this job level.
• Team Player and collaborative style of functioning
• Ability to influence
• Excellence in whatever we do
• Eye for detail

Responsibilities

Key Accountability Main areas of accountability/key goals of the Job. Should contain five to Seven Key Accountabilities. Can be derived through Balanced Score Card Perspectives ( Financial, Customer, Internal Process & Learning and Growth ) Major Activities/ Tasks The Tasks under Key Responsibility that the Job holder is supposed to perform to achieve the business goals Organization Structure & Role Design Create buy in for the new structure across the levels in the sectors/units/ functions for its seamless implementation. Develop appropriate job description s for the role. that reflect the accurate responsibilities and expectations from the role. Anchor Job Evaluation governance and methodology for the organization to ensure effective grading and designation framework for organization and ensure job evaluation of any new roles to align within the existing framework. Define the competency framework for all the role. and run assessment against the competencies to find perfect/near fit for the role. Manpower, Productivity, and related Enablers Lead projects for improvement of workforce productivity across corporate, sector and manufacturing units. Conduct deep dive process study, technology requirements and process simplification mechanisms to identify areas of improvement for manpower productivity along with internal stakeholders/external partners. Identify workforce deployment models for specific business context through external market research and drive implementation if suitable to our context. Other Structural Enablers Responsible to craft and deliver enablers for effective organization design through initiatives to drive empowerment through DoA framework, productivity, innovation, and effective ways of working. Driving Employee Value Proposition Communicate the elements of Employee Value Proposition to current and potential employees. Continuously review and track the EVP for course corrections in any initiatives and bringing new initiatives as per need. Work Relations ( Internal and External ) Internal Relations Main interface of the Job Holder ( Working relationships with Key stakeholders/internal customers Other Job Holders that the Job holder have may to liaise, report or coordinate with External Relations Main interface of the Job Holder ( Working relationships with Key stakeholders/external customers Sector Heads Sector HRs Corporate HR team External experts/consultants/agencies to which work gets outsourced for organization restructuring, workforce productivity etc. ACHIEVEMENT PROFILE

Essential Skills

Technical Skills (Essential)

Change Management

Organization restructuring

Organizational projects

Competency Mapping

working with senior managers, leadership teams

Operating Model

Organization Structure

cultural integration best practices

Send your resume to jobs@epeopleindia.com

****e People Solutions Hiring for a Reputed Client***