Senior Manager - Unit Hr

Job Description :
PURPOSE OF THE ROLE: This role is responsible to provide business partnership support to the region towards
lifecycle of employees with the primary objective of driving change and growth. This role is required to lead the
implementation of HR initiatives including Talent Acquisition, Performance management, Rewards and
Recognition, Employee Engagement, Learning & development for the Demand and Supply functions in the region.
This role is also responsible for influencing and enabling sound organization design and talent decisions through
front ending with respective departments on the basis of rigorous analytics / data-based decision making.
TYPICAL ROLE REQUIREMENTS
Qualification:
- Post Graduate in HR/ER/Social Sciences
- Preferably from a reputed institute
Experience:
- 8 - 12 years' experience in HRBP
- 2-3 years' experience in leadership roles
Knowledge & skills:
- Knowledge in Indian Labour Laws with operational experience in IR for manufacturing units.
- Strong Learning & Development / OD exposure to Support leadership
- Sound HR exposure in areas of talent management and development
Best suited for
someone who
- Can influence and manage perceptions at regional management levels
- Is politically savvy
- Advises the team on how best to mitigate high pressure situations with minimal risk
- Likes taking on roles which are operationally intensive
- Can build a strong team
© Diageo India Highly Confidential
AREAS OF RESPONSIBILITY
PERFORMANCE MEASURES
(QUANTITATIVE /
QUALITATIVE)
1 Strategic HR Business Partnering for the region
- Work closely with Head - Delivery Organization and Functional Heads to
transform & align people agenda and strategies to Business objectives with a
focus on capability building and performance enablement
- Understand the region priorities and field (supply and demand) goals to identify
field level HR levers enabling performance; Draw out the HR Supply Priorities and
plans aligned to
- Contribute towards co-creation of HR Policies & Process in line with
organizational culture, business needs and talent management
- Partner key Stakeholders and Business Leaders to deliver high efficiency in HR
services on day-to-day basis.
2 Change Management & New Initiatives
- Work with functional heads to design OD and Change Management strategies
for the region. Extend up to Implementation and Monitoring level.
- Drive business leadership to influence the team in adopting and implementation
change / HR initiatives such as P4Gs, FRCs etc.
- Utilize effective engagement activities in communicating change through events
and regular training
- Connect with all levels of management at regional and HO level to facilitate
change
- Use inputs from various organizational forums, to identify HR interventions that
can enhance organizational effectiveness and drive such initiatives
- Drive & own Value survey Actionables across Demand and Supply Field
functions
3 IR and Compliance
- Guide and co-ordinate with the plant HR team on systems and policies; Anchor
LTS and other workforce management milestones in partnership with IR Specialist
- Mentor the plant HR team in line with IR strategy and transform agenda in
manufacturing
- Guide resolution of issues and create an environment where risk is avoided
- Champion the embedding of a compliance culture within USL
4 Talent Acquisition
- Ensure that the right people with the right capabilities are in place; Work closely
with Talent COE to ensure right external-internal talent mapping
- Monitor manpower utilization through productivity analysis and other MIS at
both clusters and plants (full time, FTEs, contractual, casual)
- Participate in the Selection Process based on the Selection norms
© Diageo India Highly Confidential
5 Talent Management and Employee Engagement
- Participate in Regional Leadership Team meetings to address people priorities,
action plans and key updates. Support business decisions with a view on Talent
- Provide HO with learning requirements for region for both functional and
leadership capability development
- Anchor capability development for employees in partnership with Talent CoE
- Devise strategy for local engagement activities or roll out of Pan India / region
engagement initiatives
- Lead Talent Reviews, career management and succession planning
- Lead Value Survey action planning for the region and roll out of Pan India VS
Actions. Have joint ownership for VS results & culture building
6 Performance & Rewards
-Support in implementation of employee reward programs like increments,
variable pay plans, performance-linked plans etc.
-Oversee implementation of the Performance Management process incl. P4Gs
upholding principles
-Roll out monetary and non-monetary rewards and recognition initiatives for
employees to drive high productivity and morale
-Embed High performance culture and drive transparency, fairness of practices
7 HR Operations
- Partner with regional leadership team to deliver high efficiency in HR processes
on a day-to-day basis
- Guide and Co-ordinate with Field HR Supply for roll-out and implementation of
systems and policies.
- Resolve any grievances of employees in order to maintain smooth and effective
implementation of day to day HR operations
- Conduct periodic process audit at the units to ensure consistent
implementation and take corrective action as required
- Take end-accountability on maintenance of key documents and database of
region
Diversity statement
Celebrating our inclusive and diverse culture is core to Diageo's purpose of "celebrating life every day everywhere". This purpose is, in itself, inclusive in nature, as it values everybody irrespective of background, disability, religion, gender identity, sexuality or ethnicity.
We know that for our business to thrive and for Diageo to realize its ambition, we depend on having diverse talent with a range of backgrounds, skills, and capabilities in each of the 180 countries in which we operate and to reflect our broad consumer base. We view diversity as one of the key enablers that helps our business to grow and our values, purpose and standards set the conditions for us to respect the unique contribution each person brings.
PURPOSE OF THE ROLE: This role is responsible to provide business partnership support to the region towards
lifecycle of employees with the primary objective of driving change and growth. This role is required to lead the
implementation of HR initiatives including Talent Acquisition, Performance management, Rewards and
Recognition, Employee Engagement, Learning & development for the Demand and Supply functions in the region.
This role is also responsible for influencing and enabling sound organization design and talent decisions through
front ending with respective departments on the basis of rigorous analytics / data-based decision making.
TYPICAL ROLE REQUIREMENTS
Qualification:
- Post Graduate in HR/ER/Social Sciences
- Preferably from a reputed institute
Experience:
- 8 - 12 years' experience in HRBP
- 2-3 years' experience in leadership roles
Knowledge & skills:
- Knowledge in Indian Labour Laws with operational experience in IR for manufacturing units.
- Strong Learning & Development / OD exposure to Support leadership
- Sound HR exposure in areas of talent management and development
Best suited for
someone who
- Can influence and manage perceptions at regional management levels
- Is politically savvy
- Advises the team on how best to mitigate high pressure situations with minimal risk
- Likes taking on roles which are operationally intensive
- Can build a strong team
© Diageo India Highly Confidential
AREAS OF RESPONSIBILITY
PERFORMANCE MEASURES
(QUANTITATIVE /
QUALITATIVE)
1 Strategic HR Business Partnering for the region
- Work closely with Head - Delivery Organization and Functional Heads to
transform & align people agenda and strategies to Business objectives with a
focus on capability building and performance enablement
- Understand the region priorities and field (supply and demand) goals to identify
field level HR levers enabling performance; Draw out the HR Supply Priorities and
plans aligned to
- Contribute towards co-creation of HR Policies & Process in line with
organizational culture, business needs and talent management
- Partner key Stakeholders and Business Leaders to deliver high efficiency in HR
services on day-to-day basis.
2 Change Management & New Initiatives
- Work with functional heads to design OD and Change Management strategies
for the region. Extend up to Implementation and Monitoring level.
- Drive business leadership to influence the team in adopting and implementation
change / HR initiatives such as P4Gs, FRCs etc.
- Utilize effective engagement activities in communicating change through events
and regular training
- Connect with all levels of management at regional and HO level to facilitate
change
- Use inputs from various organizational forums, to identify HR interventions that
can enhance organizational effectiveness and drive such initiatives
- Drive & own Value survey Actionables across Demand and Supply Field
functions
3 IR and Compliance
- Guide and co-ordinate with the plant HR team on systems and policies; Anchor
LTS and other workforce management milestones in partnership with IR Specialist
- Mentor the plant HR team in line with IR strategy and transform agenda in
manufacturing
- Guide resolution of issues and create an environment where risk is avoided
- Champion the embedding of a compliance culture within USL
4 Talent Acquisition
- Ensure that the right people with the right capabilities are in place; Work closely
with Talent COE to ensure right external-internal talent mapping
- Monitor manpower utilization through productivity analysis and other MIS at
both clusters and plants (full time, FTEs, contractual, casual)
- Participate in the Selection Process based on the Selection norms
© Diageo India Highly Confidential
5 Talent Management and Employee Engagement
- Participate in Regional Leadership Team meetings to address people priorities,
action plans and key updates. Support business decisions with a view on Talent
- Provide HO with learning requirements for region for both functional and
leadership capability development
- Anchor capability development for employees in partnership with Talent CoE
- Devise strategy for local engagement activities or roll out of Pan India / region
engagement initiatives
- Lead Talent Reviews, career management and succession planning
- Lead Value Survey action planning for the region and roll out of Pan India VS
Actions. Have joint ownership for VS results & culture building
6 Performance & Rewards
-Support in implementation of employee reward programs like increments,
variable pay plans, performance-linked plans etc.
-Oversee implementation of the Performance Management process incl. P4Gs
upholding principles
-Roll out monetary and non-monetary rewards and recognition initiatives for
employees to drive high productivity and morale
-Embed High performance culture and drive transparency, fairness of practices
7 HR Operations
- Partner with regional leadership team to deliver high efficiency in HR processes
on a day-to-day basis
- Guide and Co-ordinate with Field HR Supply for roll-out and implementation of
systems and policies.
- Resolve any grievances of employees in order to maintain smooth and effective
implementation of day to day HR operations
- Conduct periodic process audit at the units to ensure consistent
implementation and take corrective action as required
- Take end-accountability on maintenance of key documents and database of
region
Diversity statement
Celebrating our inclusive and diverse culture is core to Diageo's purpose of "celebrating life every day everywhere". This purpose is, in itself, inclusive in nature, as it values everybody irrespective of background, disability, religion, gender identity, sexuality or ethnicity.
We know that for our business to thrive and for Diageo to realize its ambition, we depend on having diverse talent with a range of backgrounds, skills, and capabilities in each of the 180 countries in which we operate and to reflect our broad consumer base. We view diversity as one of the key enablers that helps our business to grow and our values, purpose and standards set the conditions for us to respect the unique contribution each person brings.
Worker Type :
Regular
Primary Location:
Nanded Unit
Additional Locations :
Job Posting Start Date :
2023-10-16
With over 200 brands sold in more than 180 countries, we're the world's leading premium drinks company. Every day, over 30,000 talented people come together at Diageo to create the magic behind our much-loved brands. From iconic names to innovative newcomers - the brands we're building are rooted in culture and local communities. Our ambition is to be one of the best performing, most trusted and most respected consumer products companies in the world.
Our founders, such as Arthur Guinness, John Walker, and Charles Tanqueray, were visionary entrepreneurs whose brilliant minds helped shape the alcohol industry. And through our people, their legacy lives on. Join us, and you'll collaborate with talented people from all corners of the world. Together, you'll innovate and push boundaries, shaping a more inclusive and sustainable future that we can all be proud of.
With diversity at our core, we celebrate our people's unique passions, commitments and specialist skills. Because when varied voices, mindsets, and personalities come together, great ideas are born. In our supportive culture, your voice will be heard and you'll be empowered to be you. Just bring your ambition, curiosity and ideas, and we'll celebrate your work and help you reach your fullest potential.
DRINKiQ
What's your DRINKiQ? Take our quiz to understand how alcohol is made and explore the effects of drinking. You can discover everything you need to know at DRINKiQ (https://www.drinkiq.com/en-gb/)