Description:

Role Purpose

This role will have a dual focus on strategic people planning and high-quality HR operations, ensuring the organization scales smoothly while building a strong, future-ready workforce.

This role is responsible for building future-ready capabilities, driving digitalisation, and creating robust systems and structures that support business scale, efficiency, and long-term organizational success.

Key Responsibilities:

1.Strategic HR Leadership

- Translate business goals into long-term people strategy and capability.

- Lead workforce planning, talent forecasting, and capacity planning models.

- Drive succession planning and strengthen leadership readiness for future roles.

- Champion culture-building initiatives aligned with organizational values and transformation needs.

- Enhance digitalisation of HR processes in the existing HRIS

2.HR Operations & Governance

- Oversee end-to-end HR lifecycle management: From requisition to Exit including proper onboarding and engagements.

- Ensure strong policy governance, HR SOP development, and process orientation

- Drive clear HR dashboards, metrics, and analytics.

- Ensure compliance with statutory requirements, labour regulations, and internal governance guidelines.

- Optimize HR & Admin costs through structured planning, vendor management, and process efficiency.

Learning & Development Leadership

- Design and implement the organizations L&D strategy covering technical, behavioural, and leadership development.

- Build learning initiatives, competency and skill building programs,

- Define and maintain competency frameworks for all roles and leadership levels.

- Implement systems for training need identification, training calendars, and learning effectiveness measurement.

- Foster a culture of continuous learning, innovation, and knowledge sharing.

Digital HR & Transformation

- Lead the organizations digital HR roadmap

- Strengthen transparency, accuracy, and turnaround time through existing HRIS

- Drive change management initiatives to support digital adoption and process maturity.

Employee Experience & Culture

- Build a high-performance environment through structured engagement, communication, and development initiatives.

- Ensure employee grievances are addressed promptly through fair, transparent processes.

- Reinforce core organizational values across teams and learning interventions.

Performance Management

- Strengthen the link between performance outcomes and rewards, development plans, and succession pipelines.

- Use analytics to identify performance trends, capability gaps, and workforce productivity insights.

Key Skills & Competencies

- Strategic thinking & business alignment

- Strong understanding of HR operations, compliance & governance

- Workforce planning, budgeting & HR analytics

- L&D strategy, capability building & competency frameworks

- HR technology & digitalisation

- Good Communication Skills and Employee connect

Qualifications

- MBA/Masters in HR, Organizational Development, or related field.

- Certifications in L&D, HR Analytics, Coaching, OD, or Leadership Development (preferred)