Taggd - Hiring for a Client | HR Strategy & Transformation (5 - 7 Years)

Location: Mumbai

Experience: 5 - 7 years

Education: MBA/PGDM from a premium institute - mandatory

Role Type: Individual Contributor

Function: HR Strategy, Organization Development & Transformation

About the Opportunity:

Taggd is hiring for one of its clients for an HR Strategy & Transformation role based in Mumbai.

The role sits at the intersection of business, people and transformation. The incumbent will work closely with senior leadership to drive strategic HR initiatives that enable business growth, operational excellence and organizational transformation.

The mandate involves building scalable people practices, strengthening organizational capabilities and aligning structure, culture and talent with business priorities. Candidates should bring experience beyond conventional HR business partnering, with demonstrated ownership of enterprise-wide transformation programs and measurable outcomes.

Key Responsibilities:

1. Business and HR Transformation:

- Design and drive organization-wide business and HR transformation initiatives aligned with long-term growth priorities.

- Translate business challenges into actionable people and organizational interventions.

- Support business model transformation through digital initiatives, restructuring and organizational scaling.

- Define program objectives, milestones and success measures, and drive implementation across stakeholders.

- Connect HR initiatives with business outcomes, including productivity, profitability and operational performance.

2. Organization Design and Effectiveness:

- Design scalable organizational structures that support business growth, accountability and execution.

- Establish clearly defined roles, responsibilities, goals and interdependencies across functions.

- Identify structural gaps and recommend interventions to improve collaboration and decision-making.

- Support restructuring initiatives to strengthen organizational effectiveness.

- Build frameworks that promote ownership and accountability.

3. Culture and Values Transformation:

- Build a purpose-led organization anchored in strong values and expected behaviors.

- Design and execute culture transformation initiatives aligned with business strategy.

- Embed values into leadership practices, talent processes and performance expectations.

- Strengthen employee engagement and emotional connection with the organization.

- Assess the effectiveness of culture interventions and drive sustained behavioral change.

4. Talent Management and Leadership Development:

- Design and strengthen talent management processes that support employee growth and organizational capability.

- Develop succession planning frameworks and leadership pipelines for critical roles.

- Drive leadership development initiatives aligned with current and future business needs.

- Strengthen internal talent mobility, readiness and career progression.

- Build mechanisms to identify, develop and deploy high-potential talent.

5. Capability Building and Skills Development:

- Develop frameworks to build a skill-based organization.

- Identify critical capabilities required to support business strategy and operational priorities.

- Design interventions to address current and emerging skill gaps.

- Partner with business leaders to translate capability requirements into development programs.

- Measure capability improvement and its impact on business performance.

6. Employee Value Proposition:

- Develop a compelling Employee Value Proposition aligned with organizational purpose, culture and employee expectations.

- Strengthen Attraction, Retention and Development through integrated people initiatives.

- Build talent practices that enhance employee experience, engagement and career growth.

- Align employee experience with the organization's values and business direction.

7. Operational Excellence and Change Leadership:

- Align people initiatives with operational objectives and continuous improvement priorities.

- Identify opportunities to strengthen productivity and execution through organizational interventions.

- Lead strategic change programs covering stakeholder alignment, communication, adoption and implementation.

- Influence senior stakeholders and collaborate across functions to deliver transformation outcomes.

- Track program effectiveness and embed sustainable changes into organizational practices.

Candidate Requirements:

Education and Experience:

- MBA/PGDM from a premium institute is mandatory.

- 5 - 7 years of relevant experience in HR strategy, organization development, organization effectiveness or enterprise transformation.

- Demonstrated ownership of strategic initiatives across functions or at an enterprise level.

- Experience partnering with senior leadership and business stakeholders.

- Ability to independently drive programs in an Individual Contributor capacity.

Business and Financial Acumen:

- Strong understanding of business models, business fundamentals and performance measurement.

- Financial acumen, including an understanding of P&L, profitability, cash flow and key business metrics.

- Ability to connect people and organizational interventions with measurable business outcomes.

- Ability to recommend practical, commercially relevant solutions to business challenges.

Strategic HR Expertise:

- Hands-on experience in organization design, restructuring and HR transformation.

- Experience in culture transformation and organizational change.

- Exposure to succession planning, leadership development and talent management.

- Experience designing capability-building frameworks and scalable people practices.

- Ability to drive initiatives from strategy development through implementation and impact measurement.

Change and Stakeholder Management:

- Proven experience leading significant organizational transformation programs.

- Strong communication, stakeholder management and influencing skills.

- Ability to build alignment across leadership teams and functions.

- Structured problem-solving and analytical skills.

- Ability to manage ambiguity and drive sustainable organizational change.

Preferred Candidate Backgrounds:

- High-growth startups with mature HR transformation practices.

- Global Capability Centers.

- Large engineering or industrial organizations.

- Organizations with a strong operational excellence culture.

- Consulting firms, provided candidates have led enterprise-wide transformation programs with implementation ownership and measurable outcomes.

What Will Differentiate a Strong Candidate:

- Clear examples of transformation programs personally owned and delivered.

- Measurable impact on organizational effectiveness, productivity, capability or business performance.

- Ability to explain the business problem, intervention, stakeholder approach and results achieved.

- A strong balance of strategic thinking and hands-on execution.

- Evidence of sustained organizational change beyond the launch of individual HR initiatives.

Profile Suitability:

This role is suited to professionals with substantive experience in strategic HR and enterprise transformation. Profiles focused primarily on routine HR operations or traditional HRBP responsibilities without transformation ownership will have limited alignment.