Job Description

Role Purpose
The Head - HR will be responsible for building, strengthening, and scaling the organization's human capital by driving robust HR strategies, operational excellence, and a high- performance culture. This role will act as a strategic business partner to leadership and key stakeholders, ensuring alignment between people practices and business objectives.
Key Responsibilities

• Strategic HR Leadership & Stakeholder Management
• Act as a trusted advisor to the CEO, leadership team, and business heads on all people-related matters.
• Partner with internal stakeholders to understand business priorities and translate them into effective HR strategies.
• Drive alignment between organizational goals, workforce planning, and HR initiatives.
• Facilitate leadership discussions on talent, succession planning, organizational structure, and capability building.
• Manage external stakeholders including consultants, vendors, auditors, and regulatory bodies.

2. Performance Management & Productivity Mapping

• Design, implement, and institutionalize a robust Performance Management System (PMS) aligned with business goals.
• Drive goal setting through KRAs / KPIs, periodic reviews, and performance calibration across levels.
• Lead productivity mapping initiatives to assess role clarity, workforce efficiency, and output vs. input metrics.
• Analyze performance data to identify gaps, high performers, and improvement opportunities.
• Enable managers with tools, dashboards, and frameworks to manage performance effectively.

3. Employee Engagement & Culture Building

• Develop and execute employee engagement strategies to enhance motivation,retention, and organizational commitment.
• Drive initiatives such as skip-level meetings, leadership connects, townhalls, and feedback forums.
• Foster a culture of accountability, collaboration, and continuous improvement.
• Implement employee listening mechanisms including surveys, pulse checks, and exit interviews, and ensure action planning.
• Champion diversity, inclusion, and employee wellbeing initiatives.

4. HR Operations Excellence

• Oversee end-to-end HR operations including onboarding, employee lifecycle management, attendance, leave, payroll coordination, and exits.
• Ensure HR policies, SOPs, and processes are well-defined, compliant, and consistently implemented.
• Drive process standardization, simplification, and continuous improvement across HR operations.
• Ensure statutory compliance with all applicable labor laws and regulations.
• Lead audits, documentation, and risk mitigation related to HR processes.

5. HRMS & Digital Enablement

• Lead implementation, optimization, and adoption of HRMS platforms across the employee lifecycle.
• Ensure accurate data management, MIS reporting, dashboards, and analytics for decision-making.
• Drive automation and digitization of HR processes to improve efficiency and employee experience.
• Partner with IT and vendors to enhance system capabilities and resolve issues proactively.

6. Talent Management & Capability Building

• Provide strategic direction to Talent Acquisition ensuring quality hiring and cultural fit.
• Provide strategic alignment to learning and development initiatives aligned with current and future skill requirements.
• Establish succession planning and leadership development frameworks.
• Coach and develop HR team members to build a strong, future-ready HR function.

7. Governance, Policies & Compliance

• Design, review, and update HR policies to ensure alignment with organizational values and legal requirements.
• Ensure ethical practices, grievance handling, POSH compliance, and employee relations management.
• Act as custodian of organizational culture, values, and code of conduct.

Key Skills & Competencies

• Strong stakeholder management and business partnering skills
• Deep understanding of performance management systems and productivity analytics
• Ability to translate data into actionable insights
• High emotional intelligence and strong communication skills
• Change management and organizational development expertise
• Strong process orientation and operational rigor
• Digital mindset with hands-on experience in HRMS and HR analytics

Educational Qualifications & Experience

• MBA / Master's degree in Human Resources or related field is a must
• 12+ years of progressive HR experience, with significant experience in a leadership role
• Experience in building HR frameworks in growing or transformation-oriented organizations preferred

Key Success Metrics

• Effectiveness of performance management and productivity outcomes
• Employee engagement and retention levels
• Stakeholder satisfaction with HR support
• Compliance and audit outcomes
• Adoption and effectiveness of HR systems and processes

Skills Required