Key Responsibilities:

Strategic Business Partnership & Org Design:

- Strategic Advisory: Partner with business leaders to understand their long-term growth objectives and translate them into actionable HR and talent strategies.

- Organizational Design: Evaluate and optimize team structures, spans of control, and workflows to ensure agility and efficiency across fast-evolving business models.

- Change Management: Lead workforce planning and transformation initiatives, ensuring smooth change management and alignment with enterprise goals.

Talent Management & Culture:

- Performance Culture: Drive a high-performance culture by managing annual and mid-year performance reviews, feedback frameworks, and promotion cycles.

- Succession & Development: Lead talent review and succession planning frameworks for critical business roles, identifying leadership gaps and building robust talent pipelines.

- Employee Engagement: Benchmark and enhance employee engagement and retention strategies tailored to the unique dynamics of commercial and tech-adjacent business teams.

Data Analytics & Capability Building:

- Data-Driven Insights: Leverage workforce analytics and data to identify trends in attrition, headcount velocity, and organizational health to make proactive talent decisions.

- Cross-Functional Collaboration: Partner with Talent Acquisition to define strategic hiring profiles for niche positions and collaborate with the L&D team to address capability gaps.

Employee Relations:

- Risk Mitigation: Manage complex employee relations matters with maturity and discretion, ensuring adherence to internal governance standards and employment compliance.

- Policy Input: Provide business-specific feedback to the central HR team to assist in the formulation and iteration of company-wide HR policies.

Key Competencies:

- Business Acumen: A solid understanding of e-commerce, retail, or ad-tech dynamics, along with the ability to tie business metrics to talent outcomes is an added advantage.

- Stakeholder Management: Proven ability to influence, advise, and build credibility with senior, cross-functional business leaders in an independent contributor capacity.

- Analytical Thinking: Strong capability to interpret complex data sets, draw insights, and present data-backed narratives to leadership.

- Adaptability: Comfort operating in a fast-paced, ambiguous, and dynamic matrix environment.

Qualifications & Experience:

Education: MBA or equivalent post-graduate degree in Human Resources.

Experience: 6-10 years of progressive HR Business Partnering experience, ideally within the E-commerce, Retail, or Fast-Growth consumer internet sectors.

Skills: Excellent communication, project management, Data analysis and structural problem-solving abilities.