Veolia Water Technologies & Solutions
Location
Bangalore | India
Job description
Around the globe, we help cities and industries manage, optimize and make the most of their resources. We provide an array of solutions related to water, energy and materials to promote a cleaner more sustainable world for all of us.
The collective expertise and passion of our people, combined with a broad portfolio of over 10,000 technologies, makes us uniquely positioned to deliver solutions that positively impact the environment. Come be part of something special - start your journey today!
Job Summary
The HR Director South Asia will be responsible for partnering with business leadership in India and Bangladesh to align business objectives with HR solutions and initiatives. As HR Director, you will take a consultative approach to support your leadership utilising a full array of HR tools and strategies, such as organisational design and development, change management, business plan development, strategic workforce planning as well as current and future talent planning and development needs.
The HR Director is the strategic partner and principal advisor on all human capital matters for South Asia - advising and influencing senior leaders, understanding broader global business landscapes, as well as regional specific challenges to find and enable talent to meet business needs and longer-term objectives. They are responsible for creating a collaborative and inclusive culture that aligns with Veolia’s values and purpose.
The HR Director South Asia will align with the HR goals established for Asia Pacific, the VWTS business as well as broader HR strategy and programs coming from Veolia Group. They will also be responsible for managing a group of HR Managers who are located across the region and focus on day to day HR and COE support to line management. HR Managers should keep the HR Director abreast of developments while working independently with local leaders and employees.
It is important that the HR Director be accustomed to working in a matrixed HR organisation that includes Centers of Expertise (COEs) and a global approach. It is also essential that candidates are able to focus on strategic partnering with the business while ensuring operational HR matters are being handled by the HR Managers. The HR Director is accountable for ensuring information flows effectively in a timely manner between the HR COEs and the business. They are responsible for ensuring HR is meeting business needs while attracting, developing and retaining talent.
Key Characteristics
Strong leadership both within the HR organisation and within the business they are embedded in
Demonstrated experience in making sound strategic HR decisions and assessing executive leadership talent
Strong presence, seen as influential and respected by leadership - able to build credibility through demonstrated trust.
‘Storytelling’ ability, crafts a clear and engaging message
Ability to work in changing environments, see through complexity and strategically promote an inclusive/diverse workforce
Confidence to voice opinions and ideas and willingness to deliver tough feedback/coaching to leadership
Duties & Responsibilities
Partner with business leaders and managers to develop and execute both long-term and short-term HR strategies that directly support and enable business objectives.
Lead talent assessment in the organisation, identifying key employee strengths and development needs in order to recognize, select, retain and develop key talent
Lead workforce planning, succession and talent development strategies for the organisation, identifying critical roles and programs/approaches to accelerate high-potential talent, talent pipelines and other key groups/roles through program development and execution, mentoring, rotation, training, and other innovative methods.
Collaborate with HR Shared Services, Learning and Development, Compensation and Benefits COEs to ensure high quality implementation of critical HR operating rhythms such as talent reviews, compensation planning and performance management
Partner with the Talent Acquisition COE to develop and oversee strategies to attract, develop, engage and retain strong and diverse talent in a high growth environment
Work with leaders and employees to create a positive and effective work culture in line with Veolia’s values and Purpose
Provide HR Managers with appropriate coaching, mentoring and development opportunities including exposure to HR Business Partner skills and experiences
Partner with clients to develop and embed a contemporary organisational culture, leverage organisational development and change acceleration techniques to drive broad change.
Act as an organisational and simplification champion who builds organisational capabilities, reduces complexity and partners with clients to maximise team performance.
Partner with client leaders to design and implement strategic and effective geographically complex organisational structures; managing related transitions and communications flawlessly
Provide timely, effective and direct coaching to client leaders that will aid them in the development of strong, agile organisations
Partner with leaders to create strong succession plans for key talent, career path development, and performance management practices that will prepare the business for the future.
Knowledge, Skills & Abilities
Strong business acumen resulting in the ability to connect dots and drive HR agenda with proactive thought leadership
Analytical and problem-solving skills; ability to assess situations make judgments based on practice or previous experience
Excellent collaboration, project management, organisational and change agent skills
Ability to energise and lead in complex, matrix, goal-driven organisations
Ability to executive action plans through others
Education & Experience
Required:
Bachelor’s degree from an accredited university in Human Resources, Business, Finance or related field
Minimum 15 years of experience in Human Resources Management. Must have experience working closely with business leaders
Demonstrated success creating an inclusive trust based culture
Must have human capital management experience (succession planning, org design, workforce planning, talent management, etc.)
Experienced collaborative leader - can build, grow and manage a team
Minimum 5 years supporting a diverse workforce that includes manufacturing/hourly, commercial; technology, and back office talent
Must be able to travel up to 20% of the time
International experience preferred
We offer competitive compensation and benefits working in a dynamic environment with challenging projects and training provided to ensure your success.
We realize diverse teams make smarter decisions, deliver better results, and build stronger communities. We’re an organization that champions diversity and inclusion at every level and are proud to be an equal opportunity workplace!
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