a) To Support recruitment and onboarding of candidates from lateral and campus sources.
b) Complete the onboarding and induction formalities of all joiners for smooth transition into their roles.
c) The profile holder accountable for sourcing candidates online/ offline, updating job posting ads and ensure conducting, interviews, prepare assessments, background, references, and medical fitness checks.
d) Improving job interview formats, including phone screenings and group interviews, and to support for faster closer the vacant positions.
e) Manage Campus recruitment and onboarding program for Diploma engineers
f) Provide high quality OE & OD Practices at Hirakud FRP and Aditya FRP. Creating a process family matrix for enhancing operational excellence which recognizes all the different activities conducted by HR Solution Delivery for accomplishing HR activities.
Job Context:
Job Context:
Hindalco is today vertically integrated through all stages of business, i.e., from bauxite mining to foil rolling and finished aluminium product.
HINDALCO has set up a Rolling Mill Complex with a capacity of 135000TPA at Hirakud. This Rolling Mill complex is the first one in India which will be capable of producing Can body stock and the size is comparable to any world class rolling mill complex. Focus to be made on streamlining all the HR processes to align with Hindalco EVP at Hirakud FRP & Cast House.
Challenges:
- To uniformly link business-aligned compensation & benefits programs across the organization, which enables the organization to attract and retain talent.
- To address the scarcity of critical positions due to forthcoming natural separations; based on internally available talent to maintain continuity & alignment with the future business strategy of the organization.
- To source and attract a highly technical, talented, caliber, smart workforce
- To hire in a wage structure that is not attractive, especially Middle/ Junior levels.
- Fostering a diverse and inclusive workforce.
- Creating a flexible and agile talent acquisition strategy for crucial roles and predictive hiring as per requirements of Hirakud FRP and Aditya FRP
- Identify and mitigate talent risks through implementation communication framework.
- Drive workforce innovation by driving OE interventions.
- Capability development of employees to meet future requirement
- Meet enterprise objectives for enhanced productivity and performance improvement.
The Aditya FRP & foils Plant of Hindalco at Lapanga in Orissa, which is engaged in production of 170 KTPA in FRP & 19.8 KT in Foil. The commercial production of the project is expected to commence by FY’25. For the smooth operation of the plants there are about -500+ employees working in the three shifts. Hiring, developing and streamlining HR are the key areas to stabilise new plant to achieve the targeted efficiency and productivity of the organization which also helps to build up the goodwill and image of the company.
Job Challenges:
- Ensuring diversity in hiring strategy and thereby developing them to meet future business needs
- Ensuring seamless HR practises in both the units wrt entire employee life cycle.
KRA (Accountabilities) (Max 1325 Characters)
Supporting Actions (Max 1325 Characters)
KRA1
HIRING PLAN AND IMPLEMENTATION.
A) Compile the needs & assisting the hiring process in a systematic manner, as per the company’s policy.
B) Workforce planning to unbiasedly assess the overall level of openings filled through a variety of channels like explore (IRS), Movement under EVP, GETs, DETs.
C) To execute job rotation and workforce redeployment to satisfy the criticality and urgency of roles in the unit.
D) Prepare data for talent insights to aid in data-driven support to make decision-making on talent by seniors.
KRA2
MANPOWER SOURCING
A) To prepare strategic manpower sourcing plans and execute them within the timeline.
B) To ensure and validate that all recruitment decisions are in line with the approved organization's structure.
C) To study and find out the benchmark sourcing strategy at a manufacturing organization.
D) To proactively execute the overall hiring strategy and make suggestions for improvements.
E) Adhere to all relevant guidelines and regulations and sourcing candidates through the internal Recruitment system of Alt-Recruit system, headhunting, online portals, as well as references and external hires.
F) Coordination for placement drives in college campuses or pooled campuses.
KRA3
CTC FIXATION AND MOBILITY BENEFIT
A) Track compensation and benefits benchmarking data.
B) To validate & prepare CTC across all positions for external /internal/ transfer/movements candidates.
C) All types of internal movements should be in line with the group employee mobility policy.
KRA4
4) TALENT STAFFING
A) To 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.
B) Hiring and discovering a top talent for open positions using job boards.
C) Coordination of Recruitment for Hirakud FRP and Aditya FRP &Foil
D) Ensure 100% compliance with all guidelines, policies, and practices regarding recruitment, as well as diversity.
KRA5
5) ONBOARDING EMPLOYEE EXPERIENCE
A) To ensure a smooth onboarding experience for all new joiners.
B) Organize orientation and safety induction programs.
C) Coordinate relocation procedures.
D) To ensure helping new employees adapt to the company culture the working, necessary support.
E) To facilitate new joiners meeting with the senior management team.
KRA6
6) Culture
A contemporary and business imperative approach which narrates and acknowledges three kinds of priorities:
a. critical, important and desirable
b. Take a bottom-up and top-down communication approach.
c. Get the team involved.
d. Encourage innovation.
e. Develop values and culture as per Shillim
f. Benchmarking with best HR processes model.
g. Standardization of HR practices across cluster as per ABG puprose
KRA7
7) Ensuring and evaluating effective HR Processes and systems
This will focus on actioning of all OE related processes: -
1)Evaluative documentation for all OE processes.
2)Measurement index for all OE Processes.
3)Real time updation of MOC and other process activities.
4) Review and Audit of OE processes and practices across both units
KRA8
8) Listening
Vibes
? Identifying the Cluster level theme and Unit level themes that we would like to focus for next 2 years and integrate into the initiatives being planned
? Facilitating the action planning process and helping managers integrate it to their MEffect action plan
Meffect
? Ensure integration of Meffect action plan to Vibes manager action plan
GPTW
? Identifying the Cluster level theme and Unit level theme that we would like to focus for next 2 years and integrate into the initiatives being planned in addition to Vibes and M-Effect
KRA9
9) Communication and Recognition
Communication Framework
? Institutionalizing various communication connects with the employees as leader, manager, peer, etc.
? Developing a calendar and ensuring the roll-out in both units
Praise
Reinforcing the importance of recognition among managers integrate in Meffect nuggets
Manager of the year
Publishing the wall of appreciation
Sharing trends and updates of PRAISE
Pride
? Champions of Champion (CoC)
? Updating PRIDE process
? Launch Pride cycle 1
Ensuring adherence of unit level R&R SOP