Job Description

As an HR, the incumbent is responsible for creating and implementing the people strategy to enable and drive business performance. It is preferred to have a professional who comes with deep functional expertise to be able to also lead HR projects in the areas of talent acquisition, rewards & productivity, talent management and organization development.

• Organization Structures & Culture: The incumbent will implement the right organizational structure in line with business priorities and goals to ensure optimum manpower productivity. This will be further supported by the implementation of processes like performance management and talent development strategies to ensure a high-performance organization.
• Talent acquisition: Implement appropriate strategies for recruitment of quality hires across functions & regions, further supported by the right induction and onboarding processes. Manpower planning & forecasting basis business needs, Talent acquisition across levels within defined TAT.
• Talent Management: The incumbent will be required to drive the key strategic agenda in the region such as building functional capability and strengthening the leadership pipeline and ensuring the development of high potential employees.
• Employee engagement & retention: The role entails driving the employee engagement survey to understand the voice of the employees and roll out corrective/developmental actions that have a positive impact of employee engagement and thereby productivity & retention.
• Learning & Development: The incumbent will be responsible to design, develop and implement a capability-based training framework for various roles in the organization
• HR Compliance & policies implementation: Implements and recommend necessary changes in HR Policies.
• Onboarding & Induction: The incumbent will be required to facilitate pre-joining formalities, induction and onboarding processes for smooth integration of new joiners into the company. Also, Facilitate newcomers joining formalities & exit formalities for resigned employees.

• Proven track record of successful implementation of people strategy, programs, and initiatives
• Deep functional expertise in (Recruitment & Talent Management).
• Strong knowledge of labour law principles and practices
• Demonstrate commercial acumen and understanding of the business/function and ability to balance it with HR priorities/initiatives
• Excellent interpersonal, influencing, negotiation and communications skills to manage effective stakeholder relationships.