Agm - HR at Jindal Steel in Raigarh, India

Design, implement and continuously improve the organisation-wide PMS framework aligned with business goals and organisational priorities.
Drive annual goal-setting, KRAs/KPIs, mid-year reviews and annual performance appraisals across corporate and plant locations.
Ensure effective implementation of performance calibration and moderation processes to maintain fairness, consistency and transparency.
Facilitate performance evaluation discussions with business leaders and functional heads.
Monitor PMS completion, quality of goal setting, evaluation timelines and closure of appraisal cycles.
Drive performance improvement plans (PIP) for underperforming employees in consultation with business leaders.
Analyse performance data and provide actionable insights to management for talent and business decisions.
Ensure integration of PMS with increments, promotions, incentives, rewards and career progression.

Develop and implement an integrated talent management strategy aligned with the organisation's growth plans.
Identify, assess and develop High-Potential (HiPo) employees and critical talent pools.
Drive talent reviews, talent mapping and succession planning for leadership and critical positions.
Develop succession pipelines for key positions across corporate, cement plants and project locations.
Implement competency-based talent assessment and development frameworks.
Partner with business leaders to identify critical skill gaps and future leadership requirements.
Develop Individual Development Plans (IDPs) for identified talent and track their progress.
Drive career development, job rotation, internal mobility and leadership development initiatives.
Establish talent retention strategies for critical and high-performing employees.
Monitor talent pipeline effectiveness, succession readiness and internal talent movement.

Identify leadership competency gaps and develop targeted leadership development interventions.
Partner with Learning & Development to design customised development programmes for emerging leaders and senior management.
Drive assessment centres, development centres and psychometric assessments wherever required.
Facilitate leadership capability building and behavioural competency development.
Support organisation restructuring, role clarity, competency mapping and organisation effectiveness initiatives.
Promote a high-performance culture through continuous feedback, coaching and leadership accountability.

Establish and strengthen HR governance frameworks, policies, SOPs and process controls across the organisation.
Ensure standardisation and compliance of HR processes across corporate and plant locations.
Review HR policies periodically and recommend changes in line with business requirements and statutory/regulatory developments.
Drive HR audits, process reviews, compliance monitoring and closure of audit observations.
Establish governance mechanisms for PMS, promotions, transfers, career progression and talent decisions.
Ensure transparency, consistency and documentation of HR decisions and approvals.
Monitor adherence to delegated authority matrix (DOA) and established HR approval processes.
Develop HR dashboards, MIS and management reports to track key HR performance indicators.
Identify process gaps and implement corrective and preventive actions.
Drive HR digitisation, automation and data integrity across HR systems.

Develop dashboards and analytics covering performance distribution, talent retention, succession coverage, promotion trends and workforce capability.
Provide data-driven recommendations to senior management on talent-related decisions.
Work closely with HR Business Partners and plant HR teams to ensure effective execution of corporate HR frameworks.
Facilitate quarterly and periodic talent review meetings with business leadership.
Support manpower productivity and organisation capability planning.
Present periodic updates and strategic recommendations to CHRO and business leadership.