Department Head - HR (Job Band 8) At Gwalior

Job Purpose
To Ensure effective implementation of HR/IR strategy, systems and policies and maintained trustworthy relationships with the various external stakeholders ( Government /Non-Government) on various business aspects to promote a conducive and sustainable business environment.
Job Context & Major Challenges
Vikram Woollens is a prominent player in worsted segment of the Textile Industry with an installed capacity of around 10000 Spindles and has the infrastructure to deliver world class worsted yarn for premium suitings.
The Unit is fully equipped to produce Quality Worsted Yarn in different Counts & Blends such as Wool/Polyester, Wool/Polyester/Lycra, Wool/Silk, Wool/Nylon and speciality yarns such as 100 % Cashmere & Cashmere Blends.
Vikram Woollens a Unit of Grasim Industries Ltd. has recorded robust growth in Indian textile market across a wide customer base. Vikram Woollens sells its products across India.
Challenges

• To maintain the harmonious relationship with the external stakeholders considering the political/cultural sensitivity of the area.
• Maintain availability of skilled manpower along with high unauthorized absenteeism rate and control the same
• High manpower cost considering the business volume.
• Maintaining the Industrial peace & Harmony w.r.t the Union dynamics.
• Building Interpersonal relationship across and within departments to enable seamless functioning of the unit
  

Key Result Areas
KRA (Accountabilities) (Max 1325 Characters)Supporting Actions (Max 1325 Characters)
KRA1 HR SYSTEMS & PRACTICES

• Periodic review of all the HR policies and systems in line with group policies.
• Conduct VIBES and implement action plan of the Vibes.
• Implementation of best practices in coordination with other group units
  

KRA10 Ensure the audit of quality systems - ISO
As MR of OHSAS & EMS Quarterly audit, documentation etc.
Documentation, Implementation of System, arrangement of Internal Audit, clearance of NCs and arrange External Audit & its requirement.
KRA2 ROLE CLARITY & PERFORMANCE MANAGEMENT

• Ensure all job holders have role clarity by conducting regular workshops and communication meetings
• Perform periodic review of Organization Structures in the context of changes in Business strategies and manpower budgeting
• Ensure goal setting and mid-year review and appraisal cycles are completed as per the time line.
• Institutionalize reward and recognition system
• Implement and communicate annual compensation review cycle as per the group guideline
  

KRA3 TALENT MANAGEMENT

• Familiarize and ensure rigor of Potential Assessment basis ABG competency framework amongst SLT so as to ensure common understanding
• Ensure quarterly review of IDPs of employees in Potential Box - A3, A2, B3 & lastly Part B2
• Ensure 90% Retention of identified Hi-pots: Min. 90%
• Ensure leveraging of internal talent mobility viz. ABG, DT-AF-OS.
  

KRA4 TRAINING AND DEVELOPMENT

• Drive the E-learning agenda through various initiatives.
• Ensure implementation of Training Calendar for VW & monitor its compliances.
• Implement the On-the-job training of targeted workmen.
• Ensure functional capability building of identified members of HR-IR Team.
• Enhance the capability building of the HR team on Technical Platform to cope up with digitization.
  

KRA5 EMPLOYEE & INDUSTRIAL RELATIONS

• To direct and control the effective implementation of the employee engagement agenda.
• Build Strong and transparent communication system
• Ensure employee Grievance Redressal and disciplinary action mechanism is in place
• To plan and achieve amicable settlement of disputes / demands for ensuring smooth and cost effective plant operations

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• Uses informal/informal connect with the employees to build a strong connect with them.
• Ensure zero man-days are lost due to any industrial dispute
• Ensure proper disciplinary Management System is in place.
  

KRA6 STATUTORY AND LEGAL COMPLIANCES

• Maintain 100% statutory compliance w.r.t direct & indirect staffing.
• Ensure the effective biometric attendance management system is in place.
• Implement the periodical audit process w.r.t the Contract Labour Management.
• Proper resolution of the legal matters in line with business guideline
  

KRA7 SAFETY & HEALTH

• Ensure zero fatality;
• Ensure communication & awareness amongst staff & workmen;
• Implement the Consequence Management Framework
• Ensure adherence to safety as a KPI under intense focus;
• Build safety as a non-negotiable culture pillar
  

KRA8 CORPORATE SOCIAL RESPONSIBILITY

• Periodical review of the CSR policy & its effectiveness.
• Implement the need assessment to prepare the baseline of CSR agenda.
• Monitor the involvement of the employees in CSR agenda.
  

KRA9 Legal Compliance
Coordinates and prepares for all statutory compliance related to labour laws Liaise with the advocates
Govt. officials etc
Represent the unit in the court of law along with legal advisors
Liaise with Govt. officials related to Engineering dept.