KEY ROLE AND RESPONSIBILITIES:

Talent Acquisition - Corporate

- Manage Corporate Talent Acquisition in partnership with business leaders and functional heads, with primary focus on consultant-led hiring, especially for critical and niche positions.

- Partner with hiring managers to understand manpower requirements, define role specifications and develop effective hiring mandates in line with business needs.

- Manage and govern external recruitment consultants, ensuring appropriate talent mapping, candidate quality, turnaround timelines and stakeholder experience.

- Drive the hiring process through stakeholder coordination, interview management, selection, offer closure and onboarding, while ensuring adherence to defined hiring processes and governance.

- Track and analyse key recruitment metrics such as time-to-hire, time-to-fill, diversity hiring and offer dropouts to drive insights to improve recruitment outcomes.

HR Transformation & HRIS

- Drive organisation wide HR digital transformation initiatives focused on improving employee experience, process efficiency and HR service delivery.

- Own end-to-end HR technology projects from requirements gathering, process design, BRDs, UAT, implementation, to driving change management, including communication cascades, customised training and post-go-live adoption.

- Partner with central HRIS, IT, Payroll, HR Shared Services and technology partners to deliver HR system enhancements and process improvements.

- Drive adoption and continuous improvement of SAP SuccessFactors and other HR technology solutions across employee lifecycle processes.

- Identify opportunities for process automation, digitisation and simplification, and establish governance to ensure sustained adoption and effectiveness.

Rewards & Recognition

- Drive the monthly and annual Rewards & Recognition program at a central level, including program design, governance, communication, stakeholder alignment and execution across the organisation.

- Own end-to-end monthly CEO Recognition program, including managing nominations, coordinating with the leadership panel, facilitating evaluation and ensuring timely recognition during town halls.

- Partner with business and functional leaders to assess nominations based on the criticality, impact and significance of products, projects and individual/team contributions, ensuring meaningful and differentiated recognition.

- Continuously evolve R&R interventions based on employee feedback, organisational priorities and recognition trends, with a focus on strengthening a culture of appreciation and performance.

Other HR Initiatives and Projects

- Drive employer branding initiatives through CHL's LinkedIn presence, in partnership with Cipla Corporate Communications, to strengthen the organisation's employer proposition and showcase its people, culture and key HR initiatives.

- Enhance employee experience across key employee lifecycle touchpoints, with a focus on onboarding, induction and other critical moments of the employee journey.

- Drive communication and change enablement for HR policies, processes and system changes by developing relevant employee communication and learning interventions to support awareness, understanding and adoption.

IDEAL CANDIDATE PROFILE:

- MBA / PGDM in Human Resources from a premier / top-tier management institute.

- 5 - 8 years of relevant post-MBA experience across Talent Acquisition/ Business Partnering and driving organisation wide HR Initiatives.

- Hands-on experience in driving end-to-end Talent Acquisition, including leadership and niche hiring, and in managing HR projects and cross-functional stakeholder relationships.

- Exposure to HR digital transformation and technology-led process improvement.

- Experience in employee engagement and/or employer branding would be an advantage.

- Strong business orientation with the ability to understand organisational needs and translate them into people solutions.

- Strong analytical, communication, influencing and stakeholder-management skills.

- Ability to independently manage multiple priorities and operate effectively in a fast-paced, high-growth environment.

- Strong proficiency in MS Excel and PowerPoint.