Sr. Manager HR

JOB_REQUIREMENTS

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What you’ll do:

The primary function of the role is to Analyze current workforce trends and predict future talent needs based on business growth, attrition, and market dynamics for the Electrical Sector- India operations, including the commercial teams and the Plant based in Pondi . The successful incumbent will provide strategic and operational HR support and guidance to the business teams while balancing the needs of the business Support initiatives like automation, shared services, or restructuring.and employees in accordance with Eaton’s values and ethics. This role will recommend improvements in workforce deployment, organizational design, talent utilization and will be responsible to provide functional leadership to the HR team of the ES IN Commercial Organization and the Pondi Plant. Role will need to step in as HRBP as & when required.

"• Analyze business growth, attrition, and market trends to predict future workforce requirements.
Work closely with HR Head & collaborate with all HRBPs and business leaders to design workforce strategies that support long-term goals.

Work on dashboards & Data to give insights on hiring, reskilling, or redeployment plans.

Build models to identify gaps in skills, roles, and headcount.

Use tools like Excel, Power BI, etc to create dashboards and reports on workforce metrics (e.g., turnover, time-to-fill, cost-per-hire).

Support the Business to achieve its KSIs through critical HR Initiatives and Programs

Develop and drive internal improvisation processes through change management model
Present insights to HR leadership for decision-making.
Support, HRBPs internally to help build organizational capability (BOC) such as automation etc.
Develop “what-if” scenarios to assess the impact of organizational changes or external disruptions & support risk mitigation strategies.

Basis Data, Evaluate internal talent pipelines and external labor market conditions.

Support HR Head to drive organizational key-projects to support business and division objectives
Develop training plan and drive execution of the training programs
Utilize HR analytical tools (HR balanced scorecard) to drive and support business and employment decisions
Recommend improvements in workforce deployment, organizational design, and talent utilization.
Support initiatives like automation, or restructuring.