• Sourcing and implementing appropriate training programs, and creating a schedule based on identifying training needs of the business
• Implement and facilitate organization specific leadership development programs
• Creating and running some internal workshops on topics such as performance management, time management & organizational skills
• Using Leadership behaviors and competency framework work with managers to map all CCPBM roles to this standard.
• Facilitating PDF process to ensure succession plans and all other talent management interventions are in place to enable career paths and stability for the organization
• Linking all HR processes to competencies such as recruitment, performance management, compensation decisions, career decisions
• Training the employees on these standards
• Develop Strategy to attract and retain the best talent, including building gender diversity; this includes use of various sourcing channels, traditional and new social media etc
• Closely coordinate with hiring managers to ensure clearly articulated role details and they and ODL team are able to position the role appropriately with candidates and agents
• Develop hiring approach to source relevant talent for each open position; including leverage consultants and all available sources effectively
• Define selection process, including appropriate tools and standardization of forms etc.
• Work to hiring plan and ensure effective completion
• Develop a pool of qualified candidates in advance
• Train managers and HR team on effective selection skills and tools
• Drive interventions to support cultural change and alignment, employee recognition schemes, contribute to newsletter, festival, holiday and women day events etc.
• Working with communications manager to use forums of mass communication and focused communication appropriately
• Driving transparent communication to understand employee engagement and provide recommendations on issue solution
• Build change management plans for various projects
• Lead implementation of performance review process
• Lead PDF process (succession planning)
• Ensuring that all interventions that arise from HR processes such as Performance Management, Career Management are documented and implemented
• Carrying out the bi -annual employee engagement survey and communicating the results which would include analyzing, facilitating the workshops, coordinating the implementation of action plan and thus determining organization effectiveness.
• Developing and implementing an intern, graduate, mentoring and buddy program
• Establishing with HRD appropriate goals and targets and reporting monthly on achievement. Preparing presentations for Senior Leaders, interacting regularly with management on all ODL activities

• Act like an Owner
• Drive Innovation
• Collaborate with internal and external stakeholders
• Inspire Others
• Develop Self and Others

Technical Competencies:

• Recruitment and Selection management
• Training program management, design, implementation and facilitation of some interventions
• Understanding of talent management, promotion, development, succession planning
• People management skills
• Highly developed planning organisational skills,
• Good relationship skills at all levels in businessDegree level education
• At least 3 years experience at HR management level
• Strong English skills, verbal and written
• Ideally experience of FMCG and international working environment