Commercial HR Head

Role Summary:

The Commercial HR Manager will act as a strategic HR partner, aligning people strategies with business objectives to drive workforce efficiency, optimize costs, and support revenue growth. The role requires expertise in HR operations, talent management, workforce planning, and financial impact assessment to enhance business performance.

Key Responsibilities:

- HR Strategy & Business Alignment: Collaborate with leadership to develop HR strategies that support business goals, ensuring a balance between workforce productivity and cost efficiency.

- Workforce Planning & Optimization: Design and implement talent acquisition, retention, and workforce planning strategies to enhance operational efficiency.

- Performance & Productivity Management: Drive performance management initiatives, linking individual and team performance to business profitability and growth.

- Talent & Succession Planning: Develop leadership pipelines and succession planning frameworks to ensure business continuity and future readiness.

- Compensation & Cost Management: Optimize manpower costs, drive compensation strategies, and ensure HR cost efficiency without compromising employee engagement.

- Employee Relations & Compliance: Ensure compliance with labor laws, manage employee relations, and foster a positive work environment.

- HR Analytics & Insights: Utilize HR analytics to track workforce productivity, attrition, and cost efficiencies to drive data-driven decisions.

- Collaboration with Business Units: Partner with commercial teams to align HR policies with sales, marketing, and operational goals for overall business impact.

Key Requirements:

- Educational Background: MBA/PGDM from Tier 1 institutions is mandatory.

Experience:

- 14+ years of experience in HR with a strong focus on business-aligned HR strategies.

- Proven expertise in HR business partnering, talent management, and workforce optimization.

Skills and Competencies:

- Experience in managing HR costs, compensation strategies, and driving business-centric HR policies.

- Strong analytical and problem-solving skills with a data-driven approach.

- Excellent stakeholder management and leadership skills.

- Ability to work in a fast-paced and dynamic business environment.