The purpose of this role is to lead the Human Resources function including HR strategy, Systems, Processes & Policies; so as to ensure an effective performance driven Organisation. The role would serve as a true business partner, for end to end HR services responsible for building people and organizational capability in line with the business objectives. The role leads the overall management of the Human Resources

Department in developing and administering the Company's comprehensive human resources programs. The HR head will be responsible through the life cycle of an employee in the Organization, right from Hiring, Onboarding, Learning & Development, Employee Engagement, Performance Evaluation, driving organization culture and should be able to work together with the management on key strategic initiatives.

KEY RESPONSIBILITIES:

1. Responsible for hiring & Onboarding. Strengthen the recruitment process to ensure quality and speed to market of hiring in line with the needs of the business. Build innovative sources of hiring, systems and develops capability of the Business teams to ensure competency-based hiring

2. Conceptualize and drive timely implementation of performance management processes across Business Units. Ensure quality of Goal Setting, Annual Review processes & Moderation Process.

3. Responsible for designing annual salary increments proposals, promotions and variable pay and rewards guidelines in line with compensation
philosophy defined for the year and ensure effective communication on the same to usher a transparent and robust pay for performance culture.

4. Drive & design competitive compensation & benefits practices in line with business goals Design, evaluate and modify benefits/ reward policies to ensure that policies are current, competitive and in compliance with legal requirement and educate/ communicate with employees

5. Responsible for innovative reward programs including ESOPS

6. Design HR policies & processes that are aligned to the needs of different stakeholders. Review policies from time to time to ensure they are relevant and in line with the industry best practices

7. Build and maintain current and future capability of employees and the organization through talent development thus ensuring availability of a leadership pipeline for the organization and planned development initiatives for the employee

8. Responsible for Leadership development and the succession planning

9. Drive the organization's culture/engagement survey; and develop implementation strategies to narrow the gap between the desired and actual culture

10. Drive specific change and organization development initiatives within the business (org restructuring, designing and facilitating strategic planning processes, organization and leadership team development).

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