About the Role:

We are looking for an Associate Director who can run the full HR function with equal strength in planning and on ground execution. This role is not only about creating frameworks. It is about making things move every single day. You should be comfortable setting direction, fixing gaps yourself when needed, and guiding the HR team through both routine and complex situations.

The person must have strong hands-on experience in performance management, organization design or change management, and succession planning, apart from the full hire to retire HR lifecycle. You should enjoy solving problems, building systems that last, and keeping teams aligned.

Key Responsibilities:

1. Performance Management:

- Lead the full PMS cycle from goal setting to review closure.

- Build clear frameworks that make performance measurement simple and fair.

- Coach managers on feedback, rating calibration, and documentation.

- Keep the monthly and quarterly review rhythm steady.

2. Organization Design and Change Management:

- Work with leadership to redesign roles, teams, and reporting lines when needed.

- Support changes in structure with clear communication and smooth execution.

- Anticipate risks during transitions and fix issues before they grow.

- Create practical plans that teams can follow without confusion.

3. Succession Planning:

- Identify critical roles and prepare strong internal pipelines.

- Build transparent plans for growth and movement.

- Work with business heads to track readiness and development plans.

- Keep talent maps updated and share regular insights with leadership.

4. HR Operations and Employee Lifecycle:

- Oversee hiring, onboarding, attendance, compliance, confirmation, exits, and records.

- Build simple workflows that reduce friction and delay.

- Keep HR documentation consistent across all teams.

- Ensure every employee touchpoint is smooth and predictable.

5. People Partnering:

- Work as a trusted partner for business heads.

- Solve people issues with a steady approach.

- Guide managers on policy, communication, and team handling.

- Maintain strong visibility across teams to catch early signals.

6. Process Building and Systems:

- Create HR dashboards and trackers for monthly reviews.

- Improve existing processes to match scale.

- Bring a data first approach to decisions.

- Ensure strong coordination with TA, Finance, Admin, and Ops.

What We Are Looking For:

- MBA from a strong institute with 10 to 14 years of post MBA experience.

- Solid background in performance management, OD or change work, and succession planning.

- Experience running the full HR lifecycle in a fast moving setup.

- Strong execution mindset and comfort with hands-on work.

- Good communication skills and the ability to work closely with leadership.

- Someone who stays calm under