General Manager - HR Operations

General Manager - HR Operations
Malabar Head Quarters
Role Objective:

Partner with the Senior management to define, develop, and execute people strategies
that align structure, culture and talent to meet Malabar's global business priorities including
culture, engagement, talent management, governance & standards, Malabar HR Target
Operating Model and improving decision making through the development of HR analytics.

Primary Responsibilities:

Business and Strategy Alignment

• Contribute to business priorities by defining an appropriate HR strategy, partnering
with leaders to identify, prioritize and build organizational capabilities, behaviors,
structures and processes.
• Provide business insights and connections from internal networks, ensure solutions are
tailored to address business needs (e.g. structure vs cultural change required).
• Support change management as it relates to structures, teams and people processes
through professional project management.
• Build measures to review the success of change initiatives to validate the business impact.

Culture and Engagement.

• Develop and promote ongoing feedback mechanisms for employees to influence the continuous
improvement of the employee experience.
• Work with employees to understand and seek employee opinions and to anticipate
their needs and concerns.
• Review and benchmark effective channels of communication for the employee group,
supporting leaders to improve communication with employees.
• Facilitate discussions to identify where the employee experience and our value proposition
are not aligned and recommend solutions or programs to promote improvements.
• Provide relevant people metrics to support actions and measure effectiveness.

Leadership Coaching

• In conjunction with the relevant Centers of Excellence, equip leaders to facilitate
coaching within their teams.
• Review key business performance targets and their related people implications.
• Develop ideas and influence the direction setting to align department with corporate
values related to people management.

Talent Development

• Define talent needs, and support leaders to forecast and plan their workforce and
talent pipeline requirements in line with the function or business strategy.
• Assist leaders in providing employees with development opportunities that align
with current and future business requirements.
• Partner with colleagues in HR departments to deliver tailored solutions.

Performance Culture

• Define and drive improvements in performance culture in line with corporate
principles, work with leaders to translate department strategic goals into meaningful
outputs that contribute to business results.
• Coach and support management teams in their understanding and management of
a high-performance culture for all employees.

Strategic Projects

• Lead key projects, review, and initiate to deliver change and improvements.
• Review and benchmark the internal and external environment, translating good
practice into proposals that are aligned to HR and corporate goals.
• Contribute to functional and cross-functional initiatives as required.
• Work together to make decisions in line with direction provided by the executive HR team.
• Act as an organization ambassador and HR thought leaders in the external market.

HR Talent Development

• Utilize opportunities to develop and stretch the HR Business Partners through
supporting/leading projects and initiatives that meet their development plans.
• Mentor, coach and provide feedback to support development and align talent with the
future capability needs for HR.

Attraction and Retention

• Partner with HR colleagues and business leaders to adapt packages to meet changing needs.
• Drive business results through performance improvement and encourage &
reward behavior aligned to company leadership values.
• Participate in selection activities for senior roles, in collaboration with colleagues in
Talent Acquisition, to ensure the right fit for the department and also potential for future
needs of the company.
• End-to-end Accountability for HR Service. Provides strategic HR direction and performance
reporting to the business unit leadership Management and committees.
• Creates value-adding interactions with our HR COE’s to meet business needs.
• Measures and understands success of HR policies and procedures in the business
to ensure that concerned COE updates based on business needs and changes.

Any other additional responsibility could be assigned to the role incumbent from time to
time as a standalone project or regular work. The same would be suitably represented
in the Primary responsibilities and agreed between the incumbent, reporting manager and HR.

Human Resource
Educated to degree level in a relevant subject, a post graduate qualification would be advantageous.<br />Professional accreditation with a relevant HR professional body is desirable.
35 & above
10 to 12 Years
As per industry standards