Job Description

Reporting to the CEO this job entails contributing to the strategic and operational goals of the company by the provision of a fully integrated human resources service to the organization. The job will be based in Gurgaon (National Capital Region), next to New Delhi (India).

- Developing, recommending and implementing human resources strategy and policy in support of the organization's business objectives;

- Contributing to the management of change and the provision of business centric solutions within the context of Human Resources within the organization in a dynamic environment;

- Leading, directing, motivating and developing the Human Resources team to ensure that the right level of service and support is provided to the business;

- Manage the HR team with a view to achieve the organization's objectives;

- Coordinating and identifying training needs and programs within the organization.

Operational Responsibilities to include the following:

I. Recruitment and Staffing Levels

- Work with the management team in identifying gaps in expertise and capabilities within the firm to help the new talent acquisition process;

- Work alongside group heads to proactively address new hiring plans, attrition levels, and employee retention plans;

- Actively run the recruitment process at the organization, in the most efficient and productive manner, reducing the burden on line managers;

- Ensure a fair and objective recruitment process with a view to attract the best available talent to the organization;

- Help in creating greater awareness of the organization and its attractiveness in the market place with a view to attract the best talent;

- Be the primary liaison with recruitment agencies (where required);

- Managing the recruitment process in its entirety, ending in a offer being made to successful candidates;

- Oversee and coordinate all induction programs for new staff at every level.

II. Training & Development

- Identify individual and organizational training needs and work with management to prioritize a training and development plan;

- Identify and initiate internal training programs, involving either outside consultants or internal subject matter specialists;

- Coordinate the organization's weekend training initiatives;

- Supervise and coordinate all in-house training initiatives;

- Use training and development initiatives to feed the employee appraisal and evaluation process as well as grade promotion considerations.

III. Performance Appraisal Reviews

- Implement and manage the performance appraisal and management process at the organization in the most objective and transparent manner;

- Put in place industry best practices when it comes to having a performance management system in place at the organization in order to ensure the commercial objectives as well individual level aspirations are met at the same time;

- Integrate performance appraisal and development needs as an integral part of the on-going HR assessment and management of the organization;

- Coordinating the annual performance review and goal setting discussions at the individual level across the firm;

- Use the performance appraisal process to feed the annual increment, promotions and bonus cycle at the organization.

IV. Headcount Planning & Budgeting

- Work with the respective group heads and the management team to gauge requirements and plan ahead on resource planning initiatives;

- Able to work with the CEO in the budgeting and expenditure plans and then deliver regular updates to management on the performance against budgets;

V. Policy Development Initiatives

- Work alongside senior management and the CEO to ensure HR policies and practices at the organization are always best-in-class and promote transparency and objectivity;

- Benchmark organizational practices against peer group companies with a view to reflect on and look to enhance practices at the organization;

- Be responsible for ensuring HR policies and procedures are being adhered to across the organization;

- Be responsible for updating personnel aspects of the Firm's Employee Handbook in close review and consultation with the senior management;

- Be responsible for the coordination and implementation of termination procedures and the holding of exit interviews;

- Ensure that all procedures in respect of grievance and discipline are followed in the correct fashion;

- Manage the e-initiative at the firm on an HRMS system in order to streamline processes and improve information flows within the organization.

Skill Set Requirement

The skills essential for this job are as follows:

- Clear team management skill set and proven track record in team management;

- Ability to lead and motivate other members of the HR team;

- Ability to communicate clearly and concisely in English - both written and oral;

- Ability to make management presentations on HR matters impacting the firm;

- Must be technology savvy and Proficient in Microsoft Office Suite (MS Outlook; MS Excel; MS Word; MS PowerPoint);

- Effective communicator who knows how to build bridges with the other stakeholders in the business, so as to help achieve the overall HR objectives of the organization;

- A highly motivated self-starter who is able to multiple task at all times;

- Ability to work under pressure and deadlines on an on-going basis;

- Impressionable personality with the ability to lead and inspire others;

- Ability to delegate responsibilities within the HR team and then hold individuals responsible to their tasks.

Work Experience

The successful candidate must have the following experience and attributes:

- Over 8-10 of relevant experience.

- Demonstrate clear leadership in managing a team as well as thought leadership in leading an HR function in a high growth company;

- Extensive experience in formulating and implementing HR policies and procedures in previous organizations;

- Demonstrate the ability to delegate (to team members) in previous organizations in order to achieve the objectives of the HR group;

- Ability to demonstrate ability to track deliverables and performance within the HR team;

- Prior experience on implementing an HRMS platform at a previous organization would be an added advantage;

- Engaging with senior management on an on-going basis in previous organizations, would be an added advantage.

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