Address1. Learning and Development Strategy:
- Develop and implement a comprehensive learning and development strategy aligned with the company's goals and objectives.
- Identify training needs, design and deliver effective learning programs for employees at all levels across locations
- Manage the Learning and Development budget, ensuring efficient allocation and utilization of resources.
- Cultivate and manage relationships with learning partners and vendors to enhance the quality of training programs.
- Drive a culture of continuous learning, bringing in a sharp focus on learning internalization and learning application
2. Talent Management:
- Review critical positions, identify HIPOs, & successors to critical roles
- Collaborate with the Group Talent Management team to identify and nurture key talents within the business.
- Lead succession planning efforts to ensure a pipeline of skilled and motivated individuals for critical roles.
- Implement individual development plans to support career growth and skill enhancement.
- DEI, drive programs and initiatives to create diverse workforce, specific focus on gender diversity
- Lead campus hiring for Sugar BU (early in career).
- Manage structured onboarding and integration of trainees and senior level new joiners.
3. Employee Engagement:
- Create platforms for soliciting formal and informal employee feedback on their experience within the organization
- Lead and execute employee engagement initiatives in line with Employee Engagement Survey Results and business/functional needs
- Foster a positive and inclusive work environment that promotes employee well-being, satisfaction, and productivity.
- Implement creative and effective strategies to enhance overall employee experience.
- Oversee employee communication initiatives to ensure transparent and consistent messaging.
4. Collaboration and Communication:
- Work closely with unit HR heads to understand local needs and align HR initiatives accordingly.
- Facilitate effective communication between the Head Office and regional HR teams.
- Collaborate with cross-functional teams to ensure seamless execution of HR programs.
- Ensure branding and communication of HR initiatives and programs on various social media platforms
5. High-Impact HR Projects:
- Lead and contribute to various HR projects that have a strategic impact on the organization.
- Drive change management initiatives to ensure successful implementation of HR projects.
- Drive HR digital transformation programs and initiatives to bring in efficiency and effectiveness
- Utilize HR analytics to gather insights and make data-driven decisions to enhance HR effectiveness.
