At the strategic level, responsible for leading & driving initiatives focused around the below:

1) Building & sustaining a strong culture in the organization

2) High Employee Engagement (which is directly linked to business success and thereby customer delight)

3) Organization development - Major Change initiatives proactively planned as per business need

At the operations level, to plan & ensure implementation of:

1) All HR operations

2) Standardized manner of executing Key/Critical processes that - delight-

Key Deliverables:

1) Financial Perspective

1.1) Ensure Strategic perspective & Cutting edge despite Cost optimisation initiatives

1.2) HR Opex:

1.2.1) Review & Ensure strict adherence to Personnel & Admin Budgets

1.2.2)Encourage robust action-planning and best-practice sharing along with implementations in order to keep Opex in control

1.2.3) Closely monitoring & Reviewing implementation of manpower strategy including recruitment, retaining, Succession / bench-planning, keeping in mind productivity, hence ensuring that corrections / interventions are made timely & effectively reviewing & ensuring that the HR & Business related HR KPIs are adhered to as committed in the approved Annual Operating Plans (AOP)

2) Customer Perspective:

2.1) Ensuring Credibility & Internal Customer Satisfaction through timely delivery of HR SLAs

2.2) Ensuring high Employee Engagement and Lead the development of Gallup Action / Impact plans along with continuous Reviewing & Monitoring to guarantee an effective plan rollout

Proactively ensure that Critical roles have Succession plans / Bench-plans ready at all times

3) Process Perspective :

3.1) Build & Implement scalable, standardized & sustainable systems & processes

3.2) Leading & Driving Innovation, Creativity & E- enablement in key HR systems and processes - with an aim to - delight- Internal customers

PMS Process: Review rollout & implementation of the Performance Management system as per schedule, process and intensity / vigour identified

4) People & Organization Development:

4.1) Creating a performance oriented culture by devising strategies / policies / integration into development processes

4.2) Organization Scalability: Anticipating & Leading Organizational Structural changes and managing impact on People, Systems & Processes, both at strategic & operational level

4.3) Training & Development: Ensure development needs are mapped and development plans / Career plans actioned. Review status of Training needs analysis and Calendar implementation as per process

Skills Required:

- 1) Strong collaboration skills; ability to lead conversations with senior leaders

- 2) Result-orientation

- 3) Strong Consulting & Facilitation skills

- 4) Should be adept at working in an ambiguous environment

Educational Qualification - MBA-HR from a premier institute

Work Experience - 8-12 yrs of strong HR experience

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