JOB DESCRIPTION
Talent Growth (HR) Manager, CHILDREN, Delhi

1. POSITION VACANT: Talent Growth (HR) Manager, CHILDREN, Delhi

2. ORGANIZATION BACKGROUND:

CHILDREN is an Indian organization affiliated to Children International (CI), which is an international development organization, based out of Kansas City USA. CI currently operates in 10 countries across Asia, Africa and Latin America. The organisation believes that investing in children and youth and empowering them to be agents of change in their communities, is the single best answer to breaking generational poverty.

CHILDREN is currently working with close to 10,000 children from vulnerable communities in Shahbad Dairy and Bawana resettlement colonies in and around North Delhi to help them break the cycle of poverty through a range of program interventions across four key development areas: healthy behaviors, education, empowering life skills and employment preparation.  This holistic approach  is delivered by a passionate, high-performing team that aims to delivers impact that lasts. CHILDREN is guided by the following values: –“We live the mission, We see potential in everyone, everywhere, We believe human connections matter, We are always learning and We own the impact.”

For more information about CI, please visit https://www.children.org/

3. JOB DESCRIPTION/ RESPONSIBILITIES:

CHILDREN is looking for an agile people manager in the role of Talent Growth (HR) Manager (TGHM), with the ability to guide and facilitate a range of effective people practices within the Agency in collaboration with CI. The position will be based at Rohini, in Delhi.

The TGHM shall be responsible for the complete people management function, with emphasis on the following:

(1) In partnership with the Agency’s leadership, facilitate building a high-performance value-driven Agency work culture that is conducive to the fulfillment of CI’s vision and mission;
(2) Work closely with the global Talent Growth (TG) team in the design of innovative people practices (recruitment, performance and potential management, development, compensation, and succession management) and successfully implement them at the Agency level;
(3) Coach and mentor team leaders on how to best build effective teams and address difficult people management issues;
(4) Advise the Agency Director on TG issues and plan and execute TG strategy in the Agency;
(5) Integrity of CI’s employee relations, ensuring compliance with the organization’s policies and practices, human rights, local employment laws, and other regulations that impact employee relations and organizational governance;
(6) Strictly observe confidentiality and strong ethics with respect to all beneficiary, staff, volunteer information/ data;
(7) Comply with and ensure adherence to the Agency’s policies, safety and security protocols and child safeguarding norms and guidelines by self as well all stakeholders both internal and external;
(8) Be non-discriminatory and respectful in relating with people, especially sponsored children/ youth and their families, volunteers, staff, and other stakeholders.

(A) Business Partnering

(1) Partner with the Agency Director and key staff to build a high-performing value-based Agency culture and achieve overall organization goals;
(2) Champion CI’s values and ensure alignment between CI’s core values and different local practices, policies, processes, and initiatives;
(3) Model collaboration, partnership, and communication with the Agency’s leadership team to ensure that TG practices are fully aligned and truly enable the Agency’s goals;
(4) Lead the effective roll-out of any new TG-related policies and procedures and enable effective and healthy communication with all stakeholders related to any TG matter;
(5) Coach, advise and mentor team leaders in people management issues and team building;
(6) Partner with the Global and Regional TG Teams in the design and continuous improvement of TG practices;
(7) Champion change and partner with the Agency’s leaders to lead change management efforts;
(8) Prepare and maintain the TG budget of the Agency, including interim revision with accountability for its accuracy.

(B) Talent Acquisition

(1) Work with Agency’s leaders to identify an annual manpower plan, in line with organizational objectives and programs;
(2) Provide support to hiring managers in developing comprehensive job descriptions;
(3) Identify and advise on appropriate strategy as well as diverse sourcing channels for each new vacancy within the organization;
(4) Implement best-in-class processes for recruiting, assessing, and engaging local talent across different functions and levels.

(C) Employee Life Cycle Management, Documentation and HRIS

(1) Drive effective on-boarding, induction, and assimilation processes for all new hires, in line with global and Agency guidelines;
(2) Ensure timely and periodic review of authenticity, completeness and accuracy of all staff/ personnel information and documentation;
(3) Collaborate with other leaders to review and resolve employee grievances and disciplinary processes, in line with internal processes and procedures;
(4) Effectively manage, timely and employee-friendly exit processes;
(5) Identify, maintain, update and leverage any existing HRIS (technology platform) effectively;

(D) Performance & Potential Management, Talent Development and Compensation

(1) Implement the Global Performance Management process and discipline that sets stretch objectives and encourages regular feedback and coaching for individuals across the Agency, to successfully meet their targets and set up a performance review system for the Agency including all departments and Community Centers;
(2) Manage CI’s compensation and benefits philosophy and systems within the Agency, ensuring internal equity, transparency and understanding from local employees for positive performance impact;
(3) Provide support for leadership development initiatives to ensure that Agency leaders have the right mindset, skillset, and toolset to build high performing teams;
(4) Provide support in training needs identification by coordinating with concerned departmental heads;
(5) Implement the global succession management process to build a pipeline of Agency future leaders that are identified early and developed through training, experience sharing and proper coaching;
(6) Implement local employee and volunteer engagement initiatives so that every Agency member feels valued and part of a winning team, doing meaningful work in an environment of trust.

(E) Employee Safety, Welfare and Engagement:

(1) Champion employee safety, welfare, and balance. Identify and roll out employee wellness initiatives;
(2) Organize innovative employee engagement and other team building activities/ events;
(3) Assess employee morale and health through various activities including feedback surveys;
(4) Determine other people-related needs of the Agency, identify solutions, and lead their implementation, in partnership with other key leaders;
(5) Provide support in internal communication initiatives within the Agency to enable alignment, productivity, and growth.

(F) Policies, Payroll and Compliance:

(1) Accountable for accurate and timely payroll administration in collaboration with the Finance/ Accounting team in compliance with statutory regulations;
(2) Maintain updated knowledge of and ensure compliance with CI policies, human rights, local employment-related laws and regulations;
(3) Assist in drafting, reviewing, updating, and ensuring adherence to HR policies, procedures and related manuals, according to human resources laws and regulations, especially compliance regulations and statutory requirements related to employment (both permanent and contractual).

(G) People Management:

(1) Identify manpower needs and recruit relevant and essential TG staff members in line with the work plans;
(2) Implement effective staff performance and potential conversations and conduct regular performance reviews with direct reports, to enable a high-performance value-driven culture within the team and the Agency;
(3) Provide mentoring and proactive problem-solving support to direct reports; Ensure that the staff have requisite training for the fulfillment of job functions;
(4) Proactively lead the TG team through change by championing improvement initiatives, Agency-wide changes, or change projects, as mandated by the organization.

4. QUALIFICATIONS, EXPERIENCE AND COMPETENCIES:

Qualifications and Experience:

(1) Applicants must possess a post-graduate degree/ diploma in Human Resource Management, Psychology, or other relevant discipline with at least five years of experience in a leadership position driving talent growth practices such as recruitment, development, leadership development, succession management and performance management;
(2) Experience of working with the development sector shall be preferred.

Essential Skills and Competencies:

(1) Working knowledge of HR related statutory compliances, policies, and procedures;
(2) Demonstrated intelligence and the ability to link people practices to organizational performance, outcomes, and improvements;
(3) Good interpersonal skills with the proven ability to deal tactfully and build effective relationships with people across levels, both internally and externally;
(4) Strong verbal and written communication as well as documentation and reporting skills in English;
(5) Good computer skills, specifically MS Office as well as familiarity with inter/ intranet, Google Drive, etc.;
(6) Self-motivated and proactive, with a high level of compassion, empathy, integrity and passion to work on complex social causes, especially the cause of children and youth;
(7) Actively pursues learning and self-development; seeks feedback; modifies behavior considering the right feedback;
(8) Believes in collaboration and teamwork;
(9) Proven ability to deal effectively with and resolve conflict and confrontation;
(10) Embraces change and champions diversity, innovation, and transformation;
(11) Knowledge and experience of Coaching and mentoring;
(12) Understanding and ability to converse in the local language;
(13) Willingness to travel around 10 to 50% of the time, depending on the spread and number of locations/ cities covered by the Agency.

5. COMPENSATION OFFERED:

Compensation offered by the organization will be commensurate with qualifications, skills and experience.

6. LOCATION: Delhi

7. REFERENCE: TGHM-CHILDREN

8. CONTACT INFORMATION:

Team SAMS
Strategic Alliance Management Services P Ltd.
1/1B, Choudhary Hetram House, Bharat Nagar
New Friends Colony, New Delhi 110 025
Phone Nos.: 011- 2684 2162; 4165 3612

9. APPLICATION PROCESS:

Eligible candidates interested in the position are requested to apply using the link https://recruitment.samshrm.com/Jobs/CI, at the earliest.