Sambodhi - Assistant Vice President - Human Resource

Sambodhi Research & Communications Pvt. Ltd.

New Delhi, INDIA

www.sambodhi.co.in

About us:

Sambodhi Research and Communications helps create high-impact knowledge and catalyse accountability in the public domain through its project management and monitoring and evaluation solutions. At Sambodhi, we offer objective, evidence-based support to implementers, government, donors and corporates. Over the past decade, we have emerged as a pioneer in India for developing cutting-edge methodologies for evaluation of large scale development interventions.

Sambodhi provides services to federal agencies, donors, foundations and corporates, in areas of public health, HIV/AIDS, nutrition, water and sanitation, environment, and renewable energy. We have made valuable contribution in monitoring, learning and evaluation programs and have influenced development policies and improved implementation efficiency.

Job Description:

Job Title: Assistant Vice President - Human Resources

Job Location: Noida

Job Summary:

Lead and facilitate HR processes, systems and policies in alignment with the business objectives of the verticals for enhancing organizational effectiveness and human capital utilization; responsible for Talent Acquisition; provide interpretive advice to business leaders; support in driving the transformational people agenda; ensure internal customer delight with effective delivery of people practices across levels of organization.

In addition to the above, the individual should be charged up to take on the challenge of conceptualizing, developing and rolling out some path breaking HR processes.

Essential Functions:

The AVP HR will report to the Chief Operating Officer, and will perform the following functions

Business partner:

- Ensure HR support towards meeting business goals.

- Identify resourcing requirements (manpower planning) & fulfilling manpower requirements through effective Talent Acquisition.

- Conceptualize appropriate Talent Retention strategies, monetary and non - monetary

HR policies and processes:

- As custodian of policies and processes, ensure compliance / appropriate levels of approval for deviance

- Analyse and introduce industry best practices and policies to create a better work environment.

- Devise systems and processes and keep them updated for maximizing business effectiveness

Performance Management:

- Design appropriate ways and means to evaluate performance of different roles in the organisation

- Ensure delivery of the Performance Management System across the employee life cycle.

Compensation & Benefits:

- Benchmark & analyse the current compensation levels to be competitive within the industry.

- Formulate Compensation strategy for talent attraction & retention

- Analyse internal parity through pay ranges & subsequent corrective action

Talent Development:

- Build a learning culture by devising and implementing learning initiatives.

- Strategically identify the skill set gap and introduce initiative to build a competitive workforce for the company.

Employee Engagement & welfare

- Develop Employee engagement strategies to achieve high employee engagement and motivation levels.

- Design and develop a HR communication strategy in alignment with business objectives to build awareness levels among the employees.

- Manage employee relations through frequent interactions and guidance provided to employees

The above essential functions are representative of major duties of positions in this job. Specific duties and responsibilities may vary. Other duties may be assigned similar to the above consistent with the knowledge, skills and abilities required for the job.

Desired Profile:

- MBA/PGDM from a premium institute, specialization in Human Resource

- 7 - 10 years of progressively responsible experience in Human Resource preferably in consulting organization in development sector

Personal Competencies:

- Excellent Communication and influencing skills

- Experience in partnering with managers to deliver HR solutions

- Strong process orientation to HR covering multiple areas within HR

- Excellent relationship management skills

- Proven track record of leading the HR function in a mid-size organization, or an SBU of a larger organization

- Demonstrated experience driving organizational change initiatives, developing workforce plans, and influencing business managers.

- Experience of working in HR in a start-up organization will be an added advantage