Lead Cluster Talent Staffing

Job Description

Key Result Areas/Accountabilities

Supporting Actions

1. MANPOWER PLANNING & BUDGETING FOR RENUKOOT CLUSTER

1. Diversity, equity, inclusion (DEI), and attracting and retention quality talented employees.
2. To Capture & analyze the gap of workforce requirements for management, Staff & Workmen Units/plant / PBUs / department-wise.
3. To plan and coordinate effective Manpower Planning to objectively evaluate the total number and the level of vacancies to be filled through various channels, like Xplore (IRS), Movement under EVP, YPs, DETs, CS, CW, Consultant, Retainers, Apprenticeship, and under NEEM Scheme for the Cluster.
4. To Identify Critical vacant positions in the Cluster. To plan, propose, and implement workforce redeployment /job rotation to meet the criticality and urgency of positions.
5. To closely monitor and coordinate with HRBP Team and Unit HR teams to finalize their workforce numbers as per the approved budget.

To Recommend, analyse, and control the recruitment budget throughout the year.

1. RECRUITMENT STRATEGY FOR RENUKOOT CLUSTER

1. Defining and driving the team to meet and exceed hiring benchmarks relating to time to fill, cost per hire, diversity hiring, and hiring manager and candidate satisfaction.
2. To maintain harmonious relationships & liaisons with area employment agencies, Govt. ITIs, colleges, Apprenticeship advisor NATS, NEEM facilitator, and nearby ABG businesses.
3. To ensure the hiring of all positions aligns with the organization structure and approved workforce plan as per PBS.
4. To evaluate and analyze the total employment cost of Hindalco on the Cost to Company (CTC) approach.
5. To evaluate and analyze the total employment cost with the past business results the future growth scenario and critical economic
6. To process approvals for new positions of the Cluster, with respective authorities for initiating the recruitment process.

To Develop suitable long-term & short-term workforce planning considering separation, superannuation, Critical role, predictive hiring, and the requirement for new projects within the Cluster.

1. COMPENSATION & CTC FITMENT FOR RENUKOOT CLUSTER

1. Compliance to the Business & Cluster Pay Range for each level.
2. Participate in the Compensation Survey at least once in two years and prepare a comparative report of survey results for discussion and action thereon.

To validate & prepare CTC across all positions for external / transfer candidates.

1. TALENT STAFFING PROCESS FOR RENUKOOT CLUSTER

1. To plan & ensure the Sourcing of workforce to fill up vacant positions to ensure uniformity in selections keeping in view the cost-effectiveness and quality of hire.
2. To Plan, initiate, and lead various recruitment drives timely to provide a quality workforce to the plant.
3. To ensure adherence to all recruitment guidelines, policies, governance practices, and diversity inclusion.
4. To ensure Zero Non-Compliance in Apprenticeship Act Engagement, Employment Exchange ACT, and NEEM Trainees.
5. To drive and close Coordination of Recruitment for the Units of Renukoot Cluster including Renusagar & Mahan. Closure of Vacancies for the respective Units in each case to bring down the number of open positions to Zero.

To establish a robust review system with cluster Units to support them in bringing down the TAT at respective Units as well.

SIGNATURE ONBOARDING EXPERIENCE

1. To ensure a smooth onboarding experience for all new joiners.
2. To plan and drive the initiative Embark 2.0 for signature Onboarding Experiences.
3. To monitor and review onboarding feedback scores and initiate corrective action based on feedback.

To create and establish new and innovative ideas for the Signature Onboarding Experience

EMPLOYEE'S LIFE CYCLE MANAGEMENT

1. To ensure and monitor the timely execution of Confirmation/ Transfer/ Separation formalities of Management, LMS, WK, CS, and CW personnel for enhanced employee experience.
2. To lead, ensure and monitor the timely completion of the Workmen Promotion process with meritocracy.

To manage and analyze the life cycle stages: attraction, recruitment, onboarding, retention, development, offboarding, and happy leavers.

PARIVARTAN 2.O: A NEW WAY OF WORKING

1. To Manage the service effectiveness of the Team (SET).
2. Daily monitoring, Control, and analyze the DPIs, KPIs, Major Initiatives, Process Improvements, 5s, Kaizen, and Behavior Based Safety Observation- BBSO and risk management.
3. To address abnormalities, deviations, and Grievances regarding the revisiting process, guidelines, and policies.
4. To Ensure the timely completion & execution of all the PIs and Mis for the year.

To Ensure Reward & Recognition, Capability building, and reliability of the team.