Navin Fluorine International Ltd.
Website:
nfil.in
Job details:
1. Role Purpose
To drive talent management processes, competency architecture, leadership assessment, succession planning, talent reviews, organisation development initiatives, and HR benchmarking to build a future-ready workforce.
The role will drive HR transformation initiatives while leveraging data and analytics to measure business impact. The incumbent will work closely with business leaders and cross-functional stakeholders to build organizational capabilities, and build and development
2. Key Responsibilities
A. Talent Management Framework
- Execution of talent management strategy aligned with business objectives.
- Facilitate annual talent reviews and people discussions.
- Support identification and development of high-potential talent.
- Drive succession planning for critical positions.
B. Competency Framework & Assessment
- Maintain enterprise-wide competency frameworks.
- Conduct competency mapping across functions and roles.
- Integrate competency frameworks into hiring, development, performance, and career management processes.
C. Assessment & Development Centres
- Manage 360-degree feedback processes
- Coordinate psychometric assessments and behavioural assessments.
D. Benchmarking & HR Best Practices
- Lead external benchmarking studies on various frameworks and HR practices
- Analyse external benchmarks and translate findings into actionable HR initiatives.
- Support HR policy and process enhancements based on market practices.
E. Performance & Career Management
- Support performance management effectiveness initiatives.
- Support in PMS process
- Develop career frameworks and career pathing models.
- Drive Individual Development Plans (IDPs).
- Build internal mobility and career development processes.
F. Organisation Development & Culture
- Support organisation design and workforce planning projects.
- Drive culture and values integration initiatives.
- Support employee engagement and organisational effectiveness programs.
- Lead change management initiatives for people transformation projects.
G. Talent Analytics
- Build talent dashboards covering:
- Bench strength
- Succession readiness
- Hi-Potential pipeline
- Internal mobility
- Competency gaps
- Talent risk indicators
- Present insights and recommendations to senior leadership.
3. Competency Requirements
- Business Orientation
- Learning Agility & Continuous Learning
- Analytical & Data-Driven Thinking
- Stakeholder Management & Influencing
- Strong Communication & Presentation Skills
- Collaboration & Relationship Building
- Planning & Execution Orientation
- Problem-Solving & Decision-Making
- Ownership & Accountability
4.Interfaces / Key Working Relationships
Internal –
- Senior Management / Business Leaders
- Human Resources
- Business Functions
- Operations / Manufacturing
- IT / Digital Teams
- Functional Heads and People Managers
- Employees across functions
External –
- Learning & Development Consultants
- Training Partners / Facilitators
- Psychometric & Assessment Providers
- Digital Learning Platform Providers
- HR Technology / Solution Partners
- External Subject Matter Experts
5. Qualifications & Experience
Master’s degree in human resources, Organizational Psychology, Business Administration, Learning & Development, or a related discipline with 6+ years of experience in Organisation Development, Talent Management and Development and Employee Experience. The role requires strong analytical, communication, presentation, documentation, and change management skills, along with the ability to work effectively across business and functional teams. Might involve quarterly travel to all sites.
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