Years of experience : 10-16 Years
Amardeep Brief Introduction Video :
https://drive.google.com/file/d/16vdoNI6qyRuRXJz2OCM2ROqjtY1EBfuT/view?usp=sharing
1. Recruiting Top-Line Leadership & Supporting Teams
Lead end-to-end recruitment for C-suite, department heads, and senior leadership roles. Build a robust talent acquisition framework that attracts high-calibre professionals at every level - from leadership to functional support teams - ensuring each hire aligns with the organisation's values, culture, and long-term growth strategy.
2. Creating Departments with Succession Teams
Design and establish well-structured departments with clear roles, responsibilities, and reporting lines. Develop a formal succession planning program that identifies high-potential employees at every level, prepares internal talent for leadership transitions, and ensures business continuity across all critical functions.
3. Building a Systematic, Process-Driven Organisation
Institutionalise operational excellence by developing comprehensive SOPs, checklists, process manuals, and Video SOPs across all departments. Create a documented, repeatable system that reduces dependency on individuals, ensures consistency in execution, and enables the organisation to scale efficiently.
4. Learning & Development - Targeted at Organisational Pain Points
Conduct structured diagnostics to identify skill gaps, performance bottlenecks, and recurring challenges within the organisation. Design and deploy targeted L&D interventions - workshops, e-learning, coaching, and on-the-job training - that directly address those pain points and elevate team capability across functions.
5. Integrating Technology & AI for a Digitised Organisation
Drive the organisation's digital transformation by identifying and implementing HR tech, AI tools, and automation solutions across recruitment, onboarding, performance, payroll, and analytics. Champion a tech-first culture by enabling teams with modern tools that improve efficiency, reduce manual effort, and support data-driven decision-making.
6. Creating High-Performance Teams
Build the architecture for high-performance across the organisation - setting clear goals, fostering accountability, promoting collaboration, and cultivating a results-oriented mindset. Implement frameworks that reward excellence, address underperformance constructively, and build teams that consistently deliver above expectations.
7. Performance Reviews through Modern Evaluation Techniques
- Design and implement contemporary performance management systems - including OKRs, 360-degree feedback, continuous check-ins, and competency-based assessments - that evaluate the true contribution of every team member.
- Ensure performance processes are fair, transparent, and meaningful across all departments and levels of the organisation.
8. Handling Employee Grievances
Establish a structured, confidential, and fair grievance redressal mechanism. Proactively address employee concerns related to workplace conduct, interpersonal conflicts, policy violations, or management practices. Ensure timely resolution of grievances in line with company policy and labour law, while maintaining a psychologically safe environment for all employees.
9. Creating a Top-Notch Organisational Culture
Define, embed, and continuously reinforce the organisation's core values and cultural identity. Design culture-building initiatives - rituals, recognition programs, communication cadences, and leadership behaviours - that foster trust, belonging, and purpose. Regularly measure culture health through engagement surveys and act on insights to maintain a workplace people are proud to be part of.
10. Business Understanding & Strategic Insights to Management
Develop a deep understanding of the business model, revenue drivers, operational challenges, and growth priorities. Translate this understanding into strategic people insights - workforce trends, talent risks, org effectiveness observations - and present actionable recommendations to the management team to support informed, people-centric business decisions.
11. Compensation, Benefits & Total Rewards Management
Design and manage a competitive and equitable total rewards strategy covering compensation structures, performance bonuses, benefits, and recognition programs. Benchmark regularly against industry standards to attract and retain talent, while ensuring internal equity and alignment with the organisation's financial goals.
12. General HR Operations
Oversee the smooth functioning of all day-to-day HR operations including payroll processing, statutory compliance, administration, employee onboarding and offboarding, leave and attendance management, and employee engagement activities. Ensure HR operations are efficient, accurate, and deliver a seamless employee experience at every touchpoint.
13. Statutory Compliances
Ensure full and timely compliance with all applicable labour laws, statutory regulations, and government mandates - including PF, ESIC, Gratuity, Professional Tax, Shops & Establishment Act, and other relevant regulations. Maintain accurate statutory records, filings, and audit trails. Proactively track regulatory changes and update internal policies to ensure the organisation remains fully compliant at all times.
14. General Administration, Event & Stakeholder Management
Oversee all general administrative functions including office infrastructure, facilities management, vendor coordination, asset management, housekeeping, security, and procurement of office supplies and services. Plan, coordinate, and execute all organisational events - including town halls, leadership offsites, annual days, team-building activities, and festive celebrations. Manage end-to-end hospitality and coordination for internal and external stakeholders, VIP guests, board members, investors, and visiting dignitaries - ensuring a seamless and professional experience that reflects positively on the organisation.
15. Liaising with External Stakeholders
Build and maintain productive relationships with external stakeholders including government bodies, regulatory authorities, labour departments, legal counsel, auditors, recruitment partners, training vendors, and industry associations. Act as the primary point of contact for all external HR and admin-related engagements, ensuring smooth communication, timely compliance, and strategic collaboration that supports the organisation's interests.
KEY COMPETENCIES :
- Expert in headhunting top talent and hiring across all organizational levels.
- Strategic thinking with strong execution capability.
- Talent leadership and people development expertise.
- Process excellence - ability to build SOPs, systems, and scalable structures.
- Digital & AI fluency - experience with HR tech, HRMS, and automation tools.
- Change management and organisational design capability.
- Data-driven HR mindset - comfort with analytics and evidence-based decisions.
- Executive presence and strong stakeholder management.
- Expertise in statutory compliance and employment law.
- Conflict resolution and employee relations skills.
- High ownership mindset with a bias for action.
Experience & Educational Qualification :
Experience :
- Minimum 10-12 Years of progressive HR experience, with at least 5 years in a senior strategic HR leadership role.
- Prior experience in multi-location or fast-growth organisations is strongly preferred.
Educational Qualification :
- MBA or Postgraduate degree in HR / Organisational Behaviour / Business Management from a reputed institution.
- PGDM in Human Resources (preferred).
- Certifications in HR Leadership, Talent Management, or Organizational Development are an added advantage.
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