1) Data & Analytics: Collate and interpret HR metrics (attrition, hiring, performance) to prepare executive dashboards and board presentations.

- Be the nodal point for all people related data and analytics. Help collate and analyse information for CHRO, HR leaders and Business leaders for decision making support

- Collate and analyse HR data related to attrition, hiring, performance, engagement, and productivity.

- Support preparation of HR dashboards and insights for CHRO reviews, Board updates, and leadership presentations

2) Project Management: Track milestones for enterprise-wide HR initiatives such as succession planning, performance reviews, and digital transformation.

- Plan, manage and drive global / large people related projects

- Facilitate effective annual plans and regular reviews of ongoing / regular projects, actions, processes, etc for HR team across geography and business

3) Stakeholder Management & HR Collaboration

- Serve as a strategic interface between the CHROs office and the MD/CEO office for enterprise-wide HR priorities, governance, and leadership alignment.

- Act as a key coordination point between the CHRO and HRBPs across business units to ensure alignment on people priorities.

- Liaise with COEs (Leadership hiring, Talent Management, Rewards, Analytics, HR Shared Services) for execution of enterprise-wide HR programs.

- Facilitate communication flow across HR leadership teams for smooth delivery of initiatives

4) Special Projects & New HR Initiatives:

- Support special HR projects assigned by the CHRO, such as HR digital transformation, policy revamps, culture-building initiatives, or new operating model implementation.

- Conduct research, benchmarking, and analysis on HR best practices, industry trends, and emerging people technologies.

5) HR Operations & Governance Support:

- Support CHRO in strengthening HR operational processes, governance mechanisms, and compliance frameworks.

- Track progress of HR operational metrics, audits, statutory requirements, and internal process adherence.

- Ensure timely closure (in collaboration with of HR Leads) in HR action items related to employee experience, grievance redressal, and policy implementation.

External

- Senior level candidates

- Consultants and vendors

Internal (other than Direct Reports)

- COG and other business / functional leaders

- HR team leaders

Educational Qualifications

- Prefer MBA or similar qualification

Experience

- 4-6 years of HR experience in Glenmark or a similar organization

- Preference for individuals with HRBP experience

Knowledge and Skills (Functional / Technical)

- Understanding the employee life cycle and events

- Ability to communicate - articulation of issues and clarity of written expression

- Analytical and data skills

- Project management skills are a plus

- Understanding of the organization and the pharma industry are desirable

Behavioural Attributes

- Ability to influence and collaborate to get closure

- Confidence and maturity to state a point of view and back it up with rationale

- Perseverance and diligence