Mahindra & Mahindra—GM- Dealer Workforce Transformation

Job description

Description: Role Purpose: Strategic role - responsible for defining workforce strategy, frameworks, guidelines, policies, standards and transformation people agenda across Auto dealerships Key Accountabilities: Strategic Workforce Planning and Adequacy: Define workforce strategy, workforce norms, productivity benchmarks and strategic planning guidelines aligned to business requirements. Recruitment Strategy and Hiring Governance: Define recruitment strategy for critical and key front-end roles, define right hiring pitch/ EVP, hiring process and sourcing strategy, strengthen GM-level hiring with Dealer Principals. Onboarding and Offboarding Standardisation: Set strategic direction for onboarding/offboarding experience for senior leadership onboarding at dealership Capability Building: Define capability building strategy and roadmap across product, process, behavioural, cultural, and leadership domains. Brand, Culture, Values and Behaviours: Define a comprehensive approach to strengthen Mahindra brand advocacy among dealership employees, enhancing their understanding of the brand and fostering behaviors that consistently reflect Mahindra’s values, customer promise, and desired brand experience Talent Development: Define approach for grooming leadership and strengthening succession pipeline for key roles at dealership Dealer Workforce Analytics and Insights: Provide direction on key workforce levers impacting business through analytics and insighting - attrition, vacancy, training coverage, productivity, sales performance and customer experience correlation. Performance Management System: Define PMS philosophy/framework and strategic guidelines linked to performance expectations and business outcomes. Compensation Revision and Incentive Framework: Define compensation strategy, philosophy, principles and incentive scheme guideline Retention and Engagement: Define retention and engagement strategy and central R&R parameters for dealerships. Compliance and Employee Relations: Define employee policy framework/guidelines and compliance direction around COC, POSH and ABAC. Digitisation and HR Process Enablement: Set strategic priorities and decision rights for digitisation aligned to dealer workforce transformation. HR Scorecard: Provide strategic direction and final decision rights on scorecard priorities and measures.