Enterprise HR Infrastructure Leader

Role Purpose:

The Enterprise HR Infrastructure Leader will be responsible for building and managing a scalable, technology-enabled and data-driven HR function. The role will lead HR policies, processes, technology, analytics, shared services, governance, Learning & Development infrastructure and organization-wide performance management.

Key Responsibilities:

1. HR Strategy, Policies & Governance:

- Develop and standardize HR policies, processes and governance frameworks.

- Ensure HR compliance, statutory requirements and effective HR controls.

- Benchmark HR practices and drive continuous improvement.

2. HR Operations & Shared Services:

- Own HR Operations and Shared Services, ensuring defined SLAs and efficient employee services.

- Standardize employee lifecycle processes and improve employee experience.

- Drive process efficiency and reduce manual HR activities and errors.

3. HR Technology & Automation:

- Own the HR technology and automation roadmap.

- Drive digitization and automation of HR processes and improve HRIS utilization.

- Identify opportunities for AI and technology-led HR improvements while ensuring data integrity and system controls.

4. HR Analytics & MIS:

- Build a reliable HR data and analytics framework.

- Develop dashboards covering manpower, hiring, attrition, compensation, productivity and performance.

- Provide actionable people analytics and insights to the CFO and Leadership Team.

5. Performance Management:

- Own the organization-wide performance management and appraisal framework.

- Drive effective implementation of BSC/KPIs and performance goals.

- Own and coordinate performance reviews for the Leadership Team in partnership with the CEO, CFO, CBO and Business Leaders.

6. Learning & Development:

- Own the enterprise L&D framework, processes and learning technology.

- Identify organization-wide capability gaps and develop leadership/functional development programs.

- Establish LMS, learning content, assessments and learning analytics to support Business HR.

7. Rewards, Compliance & HR Controls:

- Develop organization-wide Rewards & Recognition frameworks and compensation processes in partnership with the CFO.

- Ensure appropriate market benchmarking and internal consistency.

- Establish HR audit mechanisms, documentation and risk-control processes.

Key Success Metrics:

- HR process automation and digitization

- HR Operations SLA and process efficiency

- HR data accuracy and analytics quality

- HR compliance and audit effectiveness

- Successful completion of organization-wide appraisal cycles

- Quality and governance of Leadership Team performance reviews

- L&D utilization and measurable capability outcomes

- Reduction in manual processes and HR errors

- Employee experience with HR Operations