Agm - HR

A. Performance Management System (PMS)

• 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.

B. Talent Management & Succession Planning

• 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.

C. Leadership Development & Organisation Development

• 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.

D. HR Governance & Process Excellence

• 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.

E. HR Analytics & Strategic Business Partnering

• 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.