Corporate Hr - Training & Development And Strategic Development Job in Sgurrenergy

Job Description The principal responsibilities shall essentially include: - Strategic HR Planning: Develop and implement HR strategies and initiatives aligned with the company's overall strategic goals and objectives. - Organizational Development: Lead organizational development initiatives, including talent management, succession planning, change management, and cultural transformation. - Internal Branding: Contribute to building and maintaining a strong internal brand by communicating the organization's mission, vision, and brand values to employees. This includes creating internal campaigns, messages, and initiatives that align with the company s business and overall brand image. - New Employee Onboarding and Orientation: develop and implement comprehensive orientation program to introduce new hires to the organization's culture, values, mission, and policies. This may include presentations, videos, and interactive sessions to help new hires understand the organization's expectations and what they can expect in their new role. - Timesheet Monitoring: Execute timesheet management to accurately track and record employee billable and non-billable hours. Regularly review and monitor timesheets to identify any discrepancies or non-compliance. Address any issues promptly and provide necessary feedback or reminders to employees. - Learning Culture Promotion: Promote a culture of continuous learning and development within the organization. Collaborate with stakeholders to create awareness of available learning resources, encourage participation in training programs, and foster a positive learning environment. - Learning Management System (LMS) Administration: Oversee the administration of the Learning Management System, including course catalog management, learner enrollment, tracking of training completion, and generating training reports. - Learning Program Design and Development: Design and develop effective learning programs, including training modules, workshops, e-learning courses, and blended learning solutions, to address identified training needs and support employee development. - Evaluation and Feedback: Develop and implement evaluation mechanisms to measure the effectiveness and impact of training programs. Collect and analyze feedback from participants and stakeholders to continuously improve the quality of learning initiatives. - Performance Management: Oversee the design and implementation of performance management systems that drive employee performance, development, and alignment with organizational goals. - Talent Development: Identify high-potential employees and develop career development plans to nurture their skills and capabilities. Implement succession planning strategies to ensure a pipeline of future leaders and key talent within the organization. Collaborate with managers and leaders to align training and development initiatives with performance management systems. Integrate competency frameworks, performance goals, and development plans to enhance employee performance and career growth. - Talent Acquisition and Management: Lead the development and implementation of talent acquisition strategies, including workforce planning, recruitment, and onboarding processes. Ensure effective talent management practices, including succession planning and career development. - Employee Engagement and Retention: Develop and implement employee engagement programs that foster a positive work culture, drive high levels of employee satisfaction, and improve retention rates. - Continuous Improvement Initiatives: Continuously assess and improve processes, tools, and workflows to enhance productivity. Seek feedback from employees and leverage technology solutions to streamline tasks and reduce administrative burdens. - Recognition and Rewards: Implement recognition programs to acknowledge and reward employees for their productivity achievements. Celebrate individual and team accomplishments to foster a culture of excellence and motivation. - HR Analytics and Reporting: Analyze HR metrics and data to identify trends, patterns, and areas for improvement, and provide recommendations to senior management. Prepare regular reports on HR-related KPIs. - Employee Relations: Provide guidance and support to managers and employees on HR policies, procedures, and best practices. Manage employee relations issues, including conflict resolution, disciplinary actions, and grievance procedures. - Policies drafting: Drafting HR policies and effective implementation of the same. Requirements Desirable Skillset: - Excellent communication skills, both verbal and written, with the ability to tailor messages to different audiences. - Excellent facilitation and presentation skills, with the ability to engage and inspire participants. - Strong project management skills, with the ability to manage multiple training initiatives simultaneously. - Analytical mindset and ability to collect, analyze, and interpret training data and feedback. - Experience in designing and delivering training programs, including e-learning and blended learning solutions. - Familiarity with learning management systems and training administration processes. - Strong knowledge of adult learning principles, instructional design, and training methodologies. - Strong interpersonal skills and ability to build effective relationships with stakeholders at all levels. - Proficiency in Microsoft Office Suite.