Friday, April 17, 2009

Organizational Development Assistant Manager / Senior Executive: Banglalink

Position: Organizational Development Assistant Manager / Senior Executive

Application Deadline : Monday, April 20, 2009

Major Responsibilities

  • Contribute positively towards Organizational Development, which is the philosophy of creating a learning culture within the organization, so that employees can continuously develop themselves and achieve mutually- shared personal and organizational goals.
  • Work with the OD Senior Manager as the business partner of different functions of the organization.
  • Work with the OD Senior Manager to align the HR Strategy with the Corporate Strategy and develop HR Plans (Headcount Plan, Recruitment Plan, Training Plan, Performance Management Plan, etc) and implement them successfully;
  • Act as a key team player in ensuring that the functional organizational structures are aligned to meet the long and short term business needs and job descriptions and objectives are developed smartly to meet these needs.
  • Ensure that all functional HR needs are fulfilled on time, both qualitatively & quantitatively.
  • Play an active role to strategically plan and implement the Competency-based Management System to enhance individual & organizational capabilities.

Required Academic Qualifications

  • BBA/MBA (Major: HRM) from a reputed Business School with a very good academic results all through.

Required Experience

  • Minimum 4 years of experience for Assistant Manager level and minimum 2 years of experience for Senior Executive level in the relevant field of any MNC/renowned local business conglomerate.

Required Knowledge & Skills

  • Please refer to the 'Required Competencies'-

Required Competencies

  • Fiscal Responsibility: Understand organization's systems and processes to plan and utilize financial resources;
  • Strategic Thinking: Make decisions, sets priorities or develops goals considering long term outcomes;
  • Leadership: Assist individuals in balancing personal and work priorities;
  • Team Work: Solicit ideas and opinions to help form specific decisions or plans;
  • Decision Making/Problem Solving: Facilitate decision making through the use of appropriate tools and processes;
  • Initiative & Drive: Review task break-down, risk analysis and alternatives and implement an action plan to address those risks;
  • Flexibility & Adaptability: Show motivation to change one-self given external pressure to do so if it will develop corporate objectives;
  • Planning & Organizing: Scope out length and difficulty of tasks and projects;
  • Effective Communication: Communicate effectively in written and oral communication;
  • Customer Focus: Give services beyond clients' expectations by seeking information about the real underlying needs of the client, providing insights, and recommending actions to address these needs;
  • Business Knowledge: Substantial knowledge of the business and the industry is a prerequisite to develop an HR professional to make strategic contributions. An HR professional needs to have in-depth knowledge on customers, competitors, suppliers, organizational processes, financial management, and HR Information System. This can be evolved through a thorough understanding on telecom business strategy, capability of strategy formulation and building an organizational culture.
  • HR Delivery: An HR professional delivers a variety of HR activities to their internal customers.An HR professional must have sufficient knowledge and experience on all the HR activities, i.e. Staffing, Development, Organizational Structure, HR Measurements, Legal Compliance, Performance Management;
  • Strategic Contribution: HR strategy provides a point of integration that unifies different aspects of HR. An HR professional needs to have a personal vision and be capable of formulating HR Strategies in alignment with the business strategies. Moreover, the HR Director has to be involved in formulating overall co.’s business strategy and in making key business decisions. and these HR business strategies has to broken down into KPIs and communicated to internal implementers and stakeholders;
  • Personal Credibility: An HR professional must be credible to both their internal and external customers. An HR professional can gain credibility by successfully demonstrating integrity, reliability, straightforwardness, passion and innovativeness in their roles and building trustworthy relationship with their stakeholders;
  • HR Technology: An HR professional must possess requisite technology-based knowledge and leverage that knowledge in delivering the right HR Processes and System (e.g. HRIS). This technology will serve as a delivery vehicle for HR services and form an integral part of the business.

Department/Division/Job Location

  • HR & Administration/HR (Organizational Development)/HQ (Tiger's Den)

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