Manager - People Growth & Strategy
Lyxel and Flamingo
Total years of experience :4 years, 2 Months
Key Roles and Responsibilities Organization development Supporting transformational change via establishing a new Way of Working in partnership with Commercial leaders and the HR team to develop local policies, align programs, and tools to impact Commercial function across the operation Implementing Organizational principles for benchmarking people efficiency, throughput, value contribution, front-to-back ratios, spans, and layers across Commercial function Ensuring that the right people are in place. Ensuring the team structure is fit for purpose, establishing and updating ladders and job descriptions, as necessary. Managing the recruitment process and ensuring that the best candidates are attracted and taken on board Support HRBP's on global processes (workforce planning, talent, compensation cycles) and/or special projects for their organizations Strategic Talent Management Assists in building strategic talent plans aligned with organizational strategy, data (e.g., attrition rates, hiring trends) and budgets. Collaborates with Total Rewards to understand the market competitiveness of the client organization's compensation and makes recommendations to improve engagement and retention through fiscal levers Leadership & Team Performance Assesses data, interprets information, and presents insights and recommendations on leadership effectiveness and performance. Assembles and provides summary status updates and guidance for senior level leadership. Conducts one-on-one effectiveness coaching with senior leaders to improve leadership capability or the resolution of leadership gaps. Coaches managers and leaders to facilitate organizational change and model an inclusive environment. Business Partnering Collaborating with business leaders to interpret business needs and people priorities. Contributing to the design and/or integration of the holistic organizational plan(i.e., talent, structure, culture, process) for an assigned organization. Partner with business to monitor, execute and continue to evolve and inform the design. Payroll Ensuring accurate and timely completion of all monthly payroll related activities from an HR control aspect (i.e. changes in pay, grading, function/job, reporting lines, end of service sign offs, offboarding approvals) are completed on time Working collaboratively with payroll team to ensure smooth running of monthly payroll for HQ population
Key Roles and Responsibilities
Business Partnering
Working closely with the AVP HR in driving core operations metrics such as Hiring, Talent management and Attrition
Inculcating the Payroll data for all the locations
Collaborating with the Department head to understand the concern area with respect to talent monitoring
Change Management
Taking care of Learning and training management programme with the support of L&D team to ensure the training needs are fulfilled
Performance management and succession planning programme to elevate the right candidate
Key Roles and Responsibilities Strategic HR Planning Collaborating with senior management to develop HR strategies aligned with the overall business objectives of the supply chain organization Talent Acquisition and Management Leading recruitment efforts across the three states to attract and retain top talent. This includes sourcing candidates, conducting interviews, negotiating offers, and onboarding new hires Employee Relations Served as a trusted advisor to management and employees on HR-related matters, including performance management, disciplinary actions, and conflict resolution. Ensuring fair and consistent application of company policies and procedures. Compliance and Risk Management Stay abreast of federal, state, and local employment laws and regulations to ensure compliance across all three states. Implement policies and procedures to mitigate legal risks and maintain a safe and inclusive work environment. Training and Development Identify training needs within the organization and develop programs to enhance employee skills and knowledge. This may include leadership development, diversity and inclusion training, and technical skills training relevant to the supply chain industry
Key Roles and Responsibilities Collaborate with sales leaders to develop and implement HR strategies that support sales objectives and drive performance improvement Partner with sales managers to provide guidance and support on HR-related matters, including recruitment, performance management, employee relations, and talent development Lead recruitment efforts to attract and retain top sales talent, including sourcing candidates, conducting interviews, and managing the selection process Develop and implement sales incentive programs and compensation plans to drive motivation and performance among sales teams Conduct regular performance reviews and provide coaching and feedback to sales managers and representatives to support their professional growth and development Ensure compliance with employment laws and regulations, as well as company policies and procedures, across all HR-related activities Analyze sales and HR metrics to identify trends and opportunities for improvement, and develop strategies to address them