3) Job Context & Major Challenges:
Job Context: The Copper Recycling Project at Pakhajan, Gujarat, involves the
recycling of copper scrap to produce high-quality copper products. This project
requires a diverse set of competencies due to the various technologies employed in the
recycling process. The unit has approximately 1200 employees across different
functions. The role of SH Recruitment is crucial for talent acquisition at MG, LMS,
and OG levels, considering the specific competencies and critical experience required
for the incumbents. This role involves anchoring talent management by understanding
roles, coordinating with outsourced agencies for advertising vacancies, performing
statutory due diligence for notification of vacancies, and collaborating with
departmental managers for interviews as per the authority matrix. A critical element of
the role is undertaking salary negotiations with selected candidates, ensuring
background verification and reference checks in collaboration with outsourced
agencies, where applicable, and verification of candidate documents. Additionally, the
role involves integrating existing and new employees through biometric registration,
initiating necessary work facilities, coordinating with the Administration section for
accommodation and transport facilities, and orienting employees with the
organization's ethos. Another critical aspect of this role is facilitating the performance
management process in coordination with people managers and contributing towards
managing the employee life cycle seamlessly to provide a positive employer brand
experience, focusing on management cadre in JB8 and below. This includes
implementing the objective setting and review process in alignment with organizational
goals to create a performance-driven work culture and a structure for talent
management and growth. A critical element of the role is tracking attrition,
investigating root causes, partnering on corrective actions, and retention. Job
Challenges: 1. Difficulty in finding qualified manpower with diverse skill sets for the
multiple technological processes in the plant due to the remote location of the plant and
the specialized skill sets required. 2. Limited accommodation in the colony where
employees in emergency areas are given preference. 3. Difficulty in maintaining
motivation levels and retaining good talent due to the heat and pollution in the plants as
well as the remote location.
4) Key Result Areas/Accountabilities:
Key Result Areas/Accountabilities Supporting Actions
Planning 1. Giving inputs for short term and long-term people policies in line with business goals and vision with focus on manpower plan for management cadre in JB8 and below 2. Monitoring manpower requirement, including vacancies and planning the recruitment schedule for management cadre in JB8 and below to fulfil manpower requirements in a time bound manner 3. Implementing periodic data collection and analysis of compensation structure with respect to market trends and providing inputs for salary revisions, if any
Sustainability and Process Improvement 1) Ensuring implementation of corrective action with respect to audit reports (internal and external) 2) Optimizing usage of digitized platform for the selection and induction process and partnering digitization initiatives
Budgetary Controls 1) Optimising staffing cost by exploring alternative routes 2) Tracking and optimizing expenditure with respect to project budget.
Operational Excellence 1) Coordinating the recruitment process including shortlisting, interview and selection in collaboration with respective outsourced agencies and departmental managers to ensure manpower requirements are filled up in time with quality resources for positions in management cadre in JB 8 and below as well as LMS employees 2) Implementing Compensation philosophy during the staffing process through effective salary negotiations to ensure the salary ranges are maintained 3) Inducting new recruits through exchange of necessary documentation, biometric registration and orientation sessions 4) Coordinating the screening process for internal resources to
fulfil the succession plan 5) Facilitating performance management process across all locations as per agreed guidelines and timelines for management cadre in JB8 and below
Customer-centricity 1) Registering for hiring and onboarding facilities, coordinating with Finance and Accounts department for reimbursement of joining expenses, if any and coordinating with the Administration department for accommodation and transport facilities of new recruits 2) Generating MIS reports with respect to manpower movement, staffing cycle, open positions and attrition patterns 3) Minimising response time/managing TAT.
Compliance 1) Implementing adherence to systems and processes pertaining to all people policies and processes including compensation and benefits as well as health, safety and environment norms 2) Complying with statutory norms and regulatory requirement with respect to employment 3) Implementing compliance with IMS principles
5) Job Purpose of Direct Reports:
Position Title Job Purpose Position No.
6) Relationships:
Relationship Type
(Internal or External) Frequency & Nature
Internal: All Operations, Utilities and
Engineering Services Teams For partnering implementation of HR processes - Daily
Internal: Security Team- Safety Team For coordinating transportation requirement and entry exit of interviewees, trainers etc. - Daily For
partnering safety awareness - Weekly
Internal: Administration Department-
F&C Team For accommodation and related facilities of new recruits - Weekly - For planning, budgeting and inputs related to compensation - Weekly
External: Consultants For staffing solutions and implementation of other people processes - Weekly
7) Organizational Relationships:
Position that It reports
into Position and its peers (Nop = 5) Position/s that reports into (Nop = 0 )
FH HR & IR
00226969 - SH CSR
00227036 - SH HR (HRSD)
00227057 - DH fire & S&T Admn CSR & Hlt
00227039 - SH Admin
00211995 - SH
