Job Description

1. Job Purpose

• Drive the growth of International Airports and Construction Business as Chief Human Resource Officer, through customization and implementation of various HR systems and processes for GMR Airports (Singapore) Pte. Ltd. (supporting businesses in geographies such as Singapore, Philippines, Indonesia, Greece, Southeast Asia, etc)
• Customize and lead implementation of various Human Resource policies within the framework of Corporate HR policies including Org structures & Job Evaluation
  Facilitate work place harmony through continuous engagement to create a productive and cohesive climate for business
• Leading HR Operations, Compliance and regulatory function to meet other stakeholder expectations.
• Manage Talent acquisition, engagement, development & management and benchmarking best practices, ensuring building of culture & capability required for the future
• To lead and drive Digital HR adoption, Business Excellence model in HR and cost competitiveness

2. Organisational Chart

• Matrix based reporting structure supported by \xe2\x80\x98Business Partners\xe2\x80\x99 from support teams (HR, Legal, IT, Procurement, etc.)

3. Key Accountabilities

I. Business HR Plan Preparation and Cascade to Departmental Specifics

• Develop HR strategy in line with business objectives & prepare the business plan in collaboration with the CEO / department heads
• Cascade the business plan defined to departmental specifics and ensure that the HR agenda is aligned with the overall business plan defined.
• Define the annual budget for the department and detail the same in terms of allocation by business unit. Constantly track and monitor the same and take course corrective action in case of any deviations
• Manage cost competitiveness
• Movement and deployment of resources across the various International projects

Key Performance Indicators

• Achievement of the targets defined in the business plan
• Deviation from department budget \xe2\x80\x93 Budgeted vs. Actuals

II. Implement all HR systems and processes

• Drive the customization of HR systems and processes, aligned to the group corporate HR architecture, across business units. This includes organization structure, talent acquisition, talent management & development, manpower planning, compensation & benefits, performance management etc
• Ensure benchmarking of HR policies, Processes and best HR Practices, relevant to the industry
• Lead Talent Acquisition and Talent Development Initiatives as per business requirements. Bring in the best and brightest talent and ensure the development of internal talent as per business requirement
• Planning & implementation employee communication forums & Develop & implement interventions at organization level to improve Employee Engagement
• Driving Business Excellence

Key Performance Indicators

• Employee Engagement Scores & NPS
• Attrition
• Simplication of SOPs
• Plan Vs actual \xe2\x80\x93 Recruitment
  IJP Vs External Hiring

III. Employee Relations, Contract Workforce Management, HR Operations

• Manage and review the contract workforce by engaging with the contractors, discussing the requirements as per the work, evaluating the contractors, solving contract workforce grievances, etc
• Effective management of Outsourced contract employees
• Regulatory and Industrial Compliance- Driving all compliances as required and applicable to the business and efficient model of Payroll

Key Performance Indicators

• Adherence to defined SLAs
• Ensuring 100 % Statutory compliance

IV. Talent Management & Development

• Plan & monitor the developmental interventions of identified key talent
• Drive Capability Building & L&D Initiatives basis business needs
• Lead Talent Acquisition Initiatives as per business requirements, bringing-in best talent
• Drive & strengthen workplace/ institution-building culture

Key Performance Indicators

• Success Rate in Success Planning
• Effectiveness of learning interventions
• Quality & speed of hiring
• Stakeholders feedback

V. Global Mobility and Immigration Management

• Implement Global mobility policies and processes across all the geographies
• Spearhead the Immigration services for all the resources deployed in International projects

Key Performance Indicators

• Adherence to defined Global Mobility SLAs
• Ensuring 100 % Immigration compliance

4. Interactions

I. External

• Roles you need to interact with outside the organization to enable success in your day to day work
• Consultants, Vendors, Stakeholders, Statutory Authorities, Local bodies, Auditors etc

II. Internal

• Roles you need to interact with inside the organization to enable success in your day to day work
• CXOs, HODs, Employees, HR Teams

5. Dimensions

I. Financial Dimensions

• Manage AOP & HR Budget to support
• Value stream mapping & process improvements leading to desired cost optimization
• Business Head Count of __ in year-1 (FY24)

II. Other Dimensions

• Lead team size of 7-8, which may increase as per business plans

6. Skills and Knowledge

I. Educational Qualifications

• MBA /PGDBM in HR from reputed Institutions (tier-1, 2)
• Knowledge of digital HR, analytics, agile, robust & innovative talent management practices (talent attraction, branding, hiring, development, succession planning, performance management etc), HR Operations, Statutory Compliance, project based hiring, awareness of ESG, working in matrix environment
• Should demonstrate high level of personal effectiveness, strategic orientation, planning & decision-making, stakeholder management, execution & operational excellence, problem solving, learning agility, interpersonal Influence

II. Relevant and Total years of experience

• 14-18 of experience in HR function, out of which minimum 3-4 years of experience in Heading HR of SBU of a large company or Heading HR for a mid-size company, preferably in relevant industry