Key Responsibilities:

1. HR Strategy & Organization Design (Conceptualization + Implementation)

- Partner with client leadership to conceptualize HR strategy aligned with business vision and growth plans.

- Translate strategy into implementable HR roadmaps covering structure, roles, talent, and governance.

- Design and roll out organization structures, role architectures, and span-of-control models.

- Ensure HR systems and processes are scalable for the next phase of business growth.

- Drive culture definition and implementation through values frameworks and behaviour standards.

2. Talent Acquisition & Workforce Planning

- Design workforce plans based on business strategy and operational realities.

- Build and implement end-to-end recruitment systems (processes, tools, decision frameworks).

- Drive critical hiring and train teams on structured hiring practices.

- Build multi-channel sourcing strategies including consultants, direct hiring, and campuses.

3. Talent Development & Leadership Pipeline

- Conceptualize and implement competency frameworks linked to business roles.

- Lead Training Need Analysis (TNA) and creation of Individual Development Plans (IDPs) for internal and external teams.

- Design and execute succession planning and Hi-Po identification frameworks.

- Convert learning strategy into training calendars and capability-building interventions.

- Design and implement structured onboarding systems (buddy program, milestone feedback).

4. Talent Management & HR Governance

- Conceptualize and institutionalize HR policies, handbooks, and governance frameworks.

- Ensure HR processes become part of daily managerial practice, not standalone policies.

- Own employee lifecycle management (onboarding to exit) for HRO clients.

- Build HR forums and communication mechanisms to strengthen employee trust and transparency.

5. Employee Engagement & Culture Building

- Design and implement employee engagement frameworks and diagnostic tools.

- Interpret survey insights and drive organization-wide action plans.

- Implement structured engagement programs (recognition, suggestion schemes, forums, celebrations).

- Embed engagement practices into line manager routines.

6. Performance Management System (PMS)

- Conceptualize and implement role-based PMS frameworks aligned to business objectives.

- Design KRAs, KPIs, and behaviour indicators linked to outcomes.

- Institutionalize transparent and objective performance review processes.

- Personally facilitate PMS boot camps for leadership and managers.

- Link PMS outcomes with rewards, incentives, and career progression.

7. Compensation & Benefits

- Design compensation philosophy and structures aligned to business and talent strategy.

- Conduct benchmarking and cost optimization studies.

- Implement pay structures that balance market competitiveness and financial discipline.

8. Stakeholder Management & Value Expansion

- Build and nurture strong relationships with Business Heads, and Functional Leaders across client organizations.

- Act as a trusted advisor to leadership teams, influencing strategic people decisions aligned to business priorities.

- Facilitate alignment between promoters, management teams, and employees during transformation initiatives.

- Lead structured leadership discussions, workshops, and review forums to drive clarity, ownership, and execution discipline.

- Ensure proactive communication of project progress, risks, and impact to key stakeholders.

- Identify emerging business needs through ongoing stakeholder engagement and convert them into value-enhancing HR interventions.

- Drive cross-sell and upsell opportunities by positioning additional advisory, OD, or HRO solutions aligned to client growth and transformation agendas.

9. Productivity, Audit & Transformation

- Conduct HR diagnostics, SLOP analysis, manpower audits, and Time & Motion studies.

- Translate findings into process redesign and productivity improvement roadmaps.

- Drive implementation of recommendations through change management and line manager enablement.