1. People Strategy, Organization Development & Business Partnering:

- Own the people strategy and translate business objectives into workforce, talent, and capability priorities.

- Drive organization design, manpower planning, and productivity, and support organization changes and workforce transitions.

- Establish an HRBP model aligned to business functions, with HRBPs acting as strategic partners to business leaders.

- Surface talent risks, attrition trends, and capability gaps to leadership, and advise the Directors on people and organizational matters.

- Build an accountability-driven, high-performance culture.

2. Talent Acquisition & Workforce Planning:

- Lead hiring across leadership, critical, niche, and volume roles, backed by a workforce planning framework.

- Improve time-to-hire, cost and quality of hire, and offer-to-joining ratios through hiring governance and analytics.

- Build talent pipelines, succession readiness, and employer branding.

3. HR Operations & Governance:

- Provide oversight of HR operations, employee lifecycle, payroll, policies, and HR systems.

- Drive digitization, dashboards, and MIS for data-driven decisions.

- Ensure labour law compliance, controls, audits, and process discipline.

4. Learning & Development:

- Build a structured capability framework based on organization and function-level gaps.

- Design leadership development, succession readiness, onboarding, and functional learning interventions.

- Measure training effectiveness and business impact.

5. Performance Management & Culture:

- Own the performance framework - goal setting, KRAs/KPIs, reviews, calibration, and improvement plans.

- Partner with leadership on high performers and underperformers.

- Build a culture of ownership, meritocracy, and recognition.

6. Employee Engagement & Retention:

- Develop engagement and retention strategies with structured employee listening.

- Build targeted retention interventions for critical and high-potential talent.

- Strengthen employee experience across the lifecycle.

Ideal Candidate Profile:

- 18+ years of progressive experience in Human Resources, with min 5 yrs. of exp leading a HR function.

- Experience as CHRO / Group CHRO / HR Head / Senior HR Director in a mid-to-large organization.

- Proven experience in building HR functions and processes in a rapidly growing organization.

- Strong business orientation with the ability to connect people strategy with business outcomes.

- Experience in organization design, workforce planning, leadership development, performance management, and succession planning.

- Strong stakeholder management and executive presence.