HR and Organisation
/ Services [ India ]
1 year
Interim CHRO to set up the structure and leadership for a growing organization
CLIENT:
Livelihood & Workforce hiring Platform
CONSULTANT:
The expert has 24 years of work experience in the HR domain. Her core proficiencies lie in Consulting, Corporate HR, CoE, Talent Business advisory and CHRO roles across industry sectors. She has worked as the CHRO at ITC Infotech where she was responsible for the people function globally including Administration and Infrastructure Projects. Also accountable for human resource plan design and implementation in line with business goals and targets. Additionally she has worked with organisations such as Deloitte, Cognizant, and Mercer in senior leadership capacities.
ASSIGNMENT:
1. Define the roles and responsibilities across the positions covering 40 employees (current strength) including the KRAs and the KPIs; the KRAs and KPIs to contain both outcome and process metrics in perspective of business growth in the next 1- 2 years and relevance from an Organization structure context.
2. Review existing practices and organisation requirements to define basic people policies (2 in no’s in this period – specific policies to be detailed upon discussions with leadership)
3. Complete the definition of DNA elements and leadership behaviour attributes required for hiring of the senior level roles.
4. Define the assessment methods to be used for identifying appropriate mindset and DNA elements to ensure higher probability of person-role fitment and culture alignment in the roles.
5. Fulfil hiring (on-board) for at least 1 senior level position out of the 5- 7 open positions in scope.
6. Structure the employee engagement plan and drive execution through the HR executive on-ground.
7. Define the leadership competencies stack (a simple behavioural indicator framework) to be applied in leadership roles within Jeevitam.
8. Complete diagnostics as the first step to create a simple and sustainable performance management process and system that optimises productivity while keeping flexibility.
2. Review existing practices and organisation requirements to define basic people policies (2 in no’s in this period – specific policies to be detailed upon discussions with leadership)
3. Complete the definition of DNA elements and leadership behaviour attributes required for hiring of the senior level roles.
4. Define the assessment methods to be used for identifying appropriate mindset and DNA elements to ensure higher probability of person-role fitment and culture alignment in the roles.
5. Fulfil hiring (on-board) for at least 1 senior level position out of the 5- 7 open positions in scope.
6. Structure the employee engagement plan and drive execution through the HR executive on-ground.
7. Define the leadership competencies stack (a simple behavioural indicator framework) to be applied in leadership roles within Jeevitam.
8. Complete diagnostics as the first step to create a simple and sustainable performance management process and system that optimises productivity while keeping flexibility.