Director of Human Resources – Driving Talent and Culture in FMCG - Recrutement Offre

 

Job Summary:

We are seeking a dynamic and strategic Head of Human Resources who will play a crucial role in driving our HR strategy and enhancing employee engagement within our organization. The Head of HR will be responsible for fostering a culture of excellence and inclusivity while managing all aspects of HR, including recruitment, talent development, performance management, employee relations, and policy formulation. The ideal candidate should possess significant experience in the FMCG sector and have a robust network within the HR community.

Key Responsibilities:

1. Recruitment Strategy Development:

• Develop and implement effective recruitment strategies: Create targeted strategies to attract top-tier talent for various sales positions and corporate roles, such as Management Information System (MIS) staff, data analysts, Sales Force Automation (SFA) personnel, and Distribution Management System (DMS) personnel.
• Strengthen relationships with recruitment consultants: Establish and nurture partnerships with recruitment agencies to streamline the hiring process and expand our talent pool.
• Oversee the recruitment lifecycle: Manage the entire recruitment process, from crafting job postings and screening resumes to conducting interviews and negotiating offers, ensuring an efficient and effective hiring experience.

2. Employee Onboarding & Integration:

• Design comprehensive onboarding programs: Create and implement structured onboarding initiatives that facilitate the smooth integration of new hires into the company culture and operational framework.
• Facilitate orientation sessions: Organize and conduct orientation programs to provide new employees with the necessary resources and knowledge to help them acclimate to their roles effectively.

3. Team Management & Development:

• Lead and mentor the HR team: Provide guidance and support to a team of HR executives, fostering their professional development and promoting a culture of high performance.
• Conduct performance reviews: Regularly assess HR staff performance through structured feedback sessions to identify opportunities for growth and improvement.
• Act as a trusted advisor: Serve as a resource for management and employees on HR-related matters, ensuring a positive and productive work environment.
• Resolve employee conflicts: Address and mediate employee grievances promptly and fairly, implementing best practices in conflict resolution to maintain workplace harmony.

4. Performance Management:

• Develop a performance appraisal system: Create and manage a robust performance evaluation framework that encourages employee accountability and engagement.
• Implement training programs: Design training initiatives aimed at enhancing employee skills and performance, aligning these programs with the broader business goals.
• Review and develop HR policies: Regularly assess and update HR policies regarding leave, workplace conduct, and employee benefits to ensure they meet organizational needs and comply with legal requirements.
• Ensure compliance with labor laws: Stay informed about labor laws and regulations, making necessary updates to HR policies and practices as required.

5. HR Metrics & Reporting:

• Maintain and analyze HR metrics: Track and analyze key HR metrics to evaluate the effectiveness of HR initiatives and inform strategic decision-making processes.
• Prepare reports for senior management: Compile and present comprehensive reports on recruitment efforts, retention rates, and employee engagement levels to senior leadership.

6. Database Management & Record Keeping:

• Organize candidate databases: Maintain a well-structured database of candidates, tracking their status throughout the hiring process using both physical files and digital tools like Excel spreadsheets.
• Ensure accurate employee records: Oversee the maintenance of accurate and up-to-date employee records and documentation to ensure compliance and facilitate HR processes.

7. Employee Engagement & Culture Building:

• Foster an inclusive culture: Promote a workplace culture that emphasizes collaboration, inclusion, and continuous improvement through targeted engagement initiatives and team-building activities.
• Implement engagement initiatives: Design and execute programs aimed at enhancing employee morale and fostering a sense of belonging within the organization.

Qualifications:

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree preferred.
• Experience: A minimum of 10 years of progressive HR experience, with at least 5 years in a leadership role within the FMCG sector.
• Skills:
  • Strong knowledge of HR practices and employment laws.
  • Excellent interpersonal and communication skills.
  • Proven ability to develop and implement HR strategies that align with business objectives.
  • Proficiency in HR metrics analysis and reporting.
  • Experience in conflict resolution and employee relations.

Key Competencies:

• Strategic Thinking: Ability to develop long-term HR strategies that align with overall business goals.
• Leadership: Strong leadership skills to inspire and guide the HR team.
• Problem-Solving: Proficient in identifying issues and implementing effective solutions.
• Emotional Intelligence: High level of emotional intelligence to manage interpersonal relationships judiciously and empathetically.

Application Process:

If you are a results-driven HR professional with a passion for developing talent and fostering a positive workplace culture, we encourage you to apply. Please send your resume and cover letter to DM-rani@consultingkrew.in.