The incumbent will be responsible for handling the talent acquisition and employee relations. Also responsible for employee engagement, grievance handling, Induction and exit formalities for the particular zone
Key Stakeholders: Internal
Recruitment Agencies, TPP vendor
Key Stakeholders: External
Area Sales Team, Business Training Team, Commercial officer, HR Team, Business IT, GEEC team
Reporting Structure
Senior Chief Manager
Experience
Minimum 2-3 years of experience required in Talent acquisition(HR)
Skills: Core HR Knowledge Willingness to work as per requirement. Good communication skills – both in regional language and English
Key Roles and Responsibilities1. Talent Acquisition
Source and shortlist candidates as per business requirements.
Ensure process and policy adherence in all hiring cases.
Maintain timely and effective communication with all stakeholders involved in the hiring process.
2. Onboarding & Induction
Complete joining formalities on Day 1 and share necessary updates with GBSS/TPP Vendor and Business IT team.
Conduct a brief induction for all new joiners, covering:
Organization overview
Business verticals
Relevant employee policies and processes
Ensure adherence to the confirmation process for all new employees.
3. Performance Management
Update KRAs for all employees in the zone (SO and above) in the PMS system.
Anchor regional performance evaluation and benchmarking discussions.
Take necessary actions based on outcomes of mid-term and end-term performance evaluations.
4. Exit Formalities
Update employee resignations in the system and inform all relevant stakeholders.
Conduct detailed exit interviews and share feedback with internal stakeholders.
Support exiting employees in completing formalities to ensure timely Full & Final (FnF) processing.
5. Rewards & Recognition (R&R) and Employee Engagement
Utilize MRM time effectively for R&R and engagement communication.
Cascade R&R activities in the defined zone in coordination with the BHR team.
Conduct engagement activities as per the annual calendar.
Organize timely process and policy refresher sessions.
6. Grievance Management
Handle employee queries raised through e-Connect within the defined TAT.
Resolve employee issues raised from time to time.
Visit field employees periodically to stay connected with ground realities.
Highlight recurring issues to relevant internal stakeholders.
7. Employee Relations
Use predictive analytics data to proactively address potential concerns.
Conduct regular dialogues with high-potential employees (HiPos) to ensure retention and engagement.
8. Dashboard & MIS
Provide updates and analysis on:
Attrition
Recruitment
Payroll inputs
R&R and employee engagement activities
Any other updates as per business requirements
About Company
Piramal Consumer Products Division is a leading consumer care business division for Piramal Pharma Limited. Piramal CPD has strived for customer-centricity and solving routine disrupting problems. since 2009. As part of the over 38-year-old Piramal Group, we are proud to have a rich legacy founded on the values of Knowledge, Action, Care, and Impact, which are evident in how we operate as an organization. We live by our mission statement of "Doing Well and Doing Good." Piramal Consumer Products Division has touched the lives of over 7 crore Indians. Piramal CPD meets the needs of consumers in a variety of sectors, including Skin Care, Digestives, Women's Intimate Range, Kids Wellbeing & Baby Care, Pain Management, Oral Care, Gut Health, Respiratory Solutions, Multivitamins, and Food Supplements. We now have one of the largest distribution networks in the consumer healthcare industry, with 1500+ towns, 2.8 lac+ outlets, 12000+ organized retail outlets, E-commerce, and a 1200+ strong field force. Piramal CPD is one of the fastest growing businesses of Piramal Group. Our most popular brands are ranked first or second in their respective market segments. The company has consistently grown at a CAGR of 20%+ and ended FY 2021 with a top-line value of Rs.690 Cr. Our goal is to be the market leader in the Indian OTC market. Our talented team is at the heart of it all. We take great pride in creating a workplace that caters to each and every individual's career needs. We go to great lengths to ensure that everyone on our teams is valued and recognized.
Company
In the three decades of its existence, Piramal Group has pursued a twin strategy of both organic and inorganic growth.
Driven by its core values, Piramal Group steadfastly pursues inclusive growth, while adhering to ethical and values-driven practices.
Equal employment opportunity
Piramal Group is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, ethnicity, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetics, or other applicable legally protected characteristics.
We base our employment decisions on merit considering qualifications, skills, performance, and achievements. We endeavor to ensure that all applicants and employees receive equal opportunity in personnel matters, including recruitment, selection, training, placement, promotion, demotion, compensation and benefits, transfers, terminations, and working conditions, including reasonable accommodation for qualified individuals with disabilities as well as individuals with needs related to their religious observance or practice.
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