- VP HR will be responsible for talent acquisition, onboarding, induction, performance management and Stakeholder Management. The position is a generalist profile handling whole gamut of Human Resources. HR business partners often operate on a senior level as they work most closely with management and leadership rather than with individuals.

- Consults with line management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Manages and resolves complex employee relations issues.

- Conducts effective, thorough and objective investigations. Aligning staff to business objectives, recruiting the right talent, enhancing staff performance, supporting employee development, enhancing recruitment efforts, planning strategic HR initiatives, managing HR consultants, running orientation and onboarding processes,

Competencies / Attributes:

- Problem Solving - Using generic or ad hoc methods, in an orderly manner, for finding solutions to problems.

- Active Listening - Ability to listen, comprehend & have an eye for details.

- Initiative - Ability to assess and take initiatives independently.

- Result Oriented - End Result Time-Bound Delivery.

- Decision Making - Effective decision making basic available information & experience.

- Interpersonal Sensitivity - Ability to communicate effectively with colleagues, stakeholders, team members & customers.

- Persuasiveness - Ability to convince stakeholders & team members

Roles and Responsibilities:

Talent Acquisition & Stakeholder Management

- Maintain centralized database of budget, candidates , open and close requirements and track timelines and TAT to close positions managing whole cycle of recruitment.

- Campus Hiring and Branding through social Networking sites.

- Work with Stakeholders to design interview questions, written/IT tests, psychometric test, case studies, group discussions etc in line with the Personnel Specification and Job Description;

- Negotiation of salaries, finalizing and seeking approval and release of offer.

- Ensure that BG checking procedures are effective.

Onboarding & Orientation:

- Pre-inform about joining of employees and ensure, joining formalities are completed on the same day of joining.

- Ensure and track the initial orientation completion for all new joiners on a periodic basis and coordinating for induction .

- Provide all recruitment approvals, joining kit, new joiners information per requirement for updating in payroll.

HR Generalist:

- Evaluation and Implementation of HRIS system

- Learning and Development initiatives of Organization

- Organization hierarchy design

- Statutory Compliance

- Expert support during all audits and inspections.

- Following ethical practices.

- Knowledge of timelines for adherence to the many laws and regulations.

- Fulfillment of the obligations by company or firm

Policy Management

- Implementing HR to policies will simplify the workforce management component of organization and final publication of employee handbooks to ensure that the company's policies reflect sound business principles.

- People Culture/ Employee Relation and Engagement

- Undertake employee engagement activities -Partner with stakeholders across all sites to introduce new and exciting ways to motivate, engage and recognize and show appreciation for our employees.

- Develop, evaluate and implement new processes and communication channels to ensure employees are informed of company initiatives, programs, and announcements.

- Conducts Learning and development programs such as the Employee Rewards and Recognition programs and leadership development series.

- Consults with departments to develop programs and provide information designed to enhance employee engagement, team building foundations and cultural change initiatives

- To monitor adherence of policies.

- Key point in addressing grievances if any received from employees by escalating to appropriate channels.

- Organize Seminars/Sessions for Learning & Development.

Performance Management

- Track the settlement period of a newly joined employee, viz-a-viz based on their performance

- Work closely for ensuring timely completion of @30, @60 and @90 reviews after joining which leads to the decision on employee confirmation post probation period or extension or separation as appropriate.

- Co-ordinate the and communicate the process involved in annual performance appraisal processes, assist in consolidation and finalization as per budget

- Design of performance management process, cycle and budget analysis

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