Head - Human Resource

Role Description :

This is a leadership role reporting to the MD/ Owner of the group and is considered as one of the significant roles to enable the organization to grow to the next level. The CHRO, has overall responsibility and oversight for the HR function in India. The profile includes oversight for employee relations, compensation and benefits administration, learning and development, employee engagement, implementation and administration of our client's human resources programs and employment policies, employee records and compliance with regulators as required.

Basic Role :

- To plan, implement, manage and oversee the human resources function of the Company, including manpower planning, budgeting, HR operations, regulatory compliance, performance management, compensation & benefits, people development, and employee engagement & communications.

- Develop, modify and update the HR policies as required across the group and for specific companies/entities as per the regulatory requirements. Drive the development & inculcation of organizational values & culture.

- Build and/ or modify HR processes to make them most relevant and impactful for the company's businesses, including the use of information technology developments to enhance the same.

- To develop and monitor annual departmental budget, goals and objectives and annual operational work plan for the HR team.

- Develop people plans jointly with BU Heads including estimation of people needs & financial impact. Developing action plans, measuring & analyzing results, initiating corrective actions and minimising the impact of variances, and thereby analyze the effectiveness of the people plan in line with business deliverables. Develop the recruitment & retention strategies to execute the same including Partner management.

- Running periodic performance management cycles and executing agreed/identified L&D requirements across levels.

- Develop, modify where required and execute compensation & benefits plans based on the performance parameters decided across the organization.

- Build internal relationships with key stakeholders to facilitate smooth internal communications, and, where required be able to have relevant interventions while managing people & issues. Also, develop a simple but robust grievance addressed and management system.

- Develop and execute HRIS/ Employee Information Management System & automate HR process to the extent possible.

- Ensure full compliance with the regulatory bodies and the laws of the land (national, state, local) as prescribed from time to time by being updated with existing and new legislation, anticipating changes, enforcing internal adherence, and advising management on needed actions from time to time.

- Build & develop a strong HR team. Updating knowledge & trends through participating in conferences, professional networking opportunities, and ensuring capability building of self & of the HR team.

Strategic Role :

- Advising MD/ Principal Owner on long-term HR strategy including prioritization.

- Develop & execute the organization structure framework of the group by building on the existing framework and/or revamping the same as required, for every BU. This includes building detailed role descriptions to match with job bands & business deliverables and build the reporting lines hierarchy.

- Develop & execute the compensation & benefits framework formally and restructure the same as needed for the company and where required customise the same for specific BU's.

- Develop & execute performance management framework for the group and performance management systems tailored for individual BU- s, leading to better understanding of the absolute and relative performance of people, compensation issues thereof, and their learning & developmental needs. Also, ensure employee engagement initiatives.

- Identify the key talent resources and build a talent development & management plan including succession & redundancy planning where required, to ensure long-term commitment to the organization thereby ensuring better business continuity. This includes building the framework for long-term incentives for key people.

- Develop & execute a comprehensive rewards and recognition framework and policies for the group & for individual businesses.

- Work closely with BU Heads and ensure that the people plans are aligned to deliver the business/growth plans sought to be achieved, both, at the corporate level as well as entity & BU levels.

- Develop & execute organizational branding framework from a perspective of attracting & retaining the best talent.

Working closely with the MD for a variety of special projects including but not limited to :

- Interventions at the Leadership & Senior Management level

- Conceptualising & building Organisational Development initiatives

- Planning & executing people requirements for new businesses & overseas operations.

- Conceptualise & develop organizational competencies as well as develop the competency mapping framework for the leadership and senior management levels.

- Overviewing IR functions and resolve issues without/ minimal further escalation, and, maintain good relations with regulatory bodies, either directly or through facilitators/ IR Solution providers

Additional Responsibilities:

- Building effective formal & informal communication bridges between the management, the leadership team and other key people in the group.

- Constantly working towards enhancing efficiencies & capability building across the group.

- Work with the leadership team to facilitate them to develop and execute efficiencies within their teams to enable better performance and deliver significant achievements.

Knowledge, Skills, Attributes:

- Ability to manage a large, diverse, skilled and geographically spread workforce.

- Strong technical knowledge of HR theory & practices, including the use of HR tools.

- Experience of HR interventions and OD initiatives.

- Excellent communication skills, strong maturity profile, highly articulate & adaptable.

- Strong networking skills and relationship building & management capabilities.

- Capability to deal with a diverse set of stakeholders including management, leadership team, other employees, as well as regulators, authorities and external consultants.

- Ability to establish credibility by providing solutions to business problems i.e. results orientation.

- Understanding of managing large sales and service teams.