Key Responsibilities:

1. Performance Management & Career Growth (HR Center of Excellence):

- Design, implement, and continuously improve a robust Performance Management System (PMS) that promotes accountability, transparency, and growth.

- Develop performance scorecards, review cycles, rating frameworks, calibration mechanisms, and manager enablement programs.

- Establish clear career progression frameworks across all functions, including Individual Contributor (IC) and Managerial tracks.

- Define competency models, role expectations, career levels, and promotion criteria across departments.

- Drive performance fairness through structured calibration sessions, bias mitigation processes, and governance mechanisms.

- Partner with leadership teams to align rewards, recognition, incentives, and compensation programs with organizational goals and employee performance.

- Monitor and analyze performance trends to identify opportunities for talent development and organizational improvement.

2. Culture Building & Employee Experience:

- Translate organizational values into measurable behaviors and competency frameworks.

- Build and institutionalize culture rituals that strengthen employee engagement and reinforce company values.

- Design and execute employee engagement initiatives, recognition programs, feedback mechanisms, and leadership communication frameworks.

- Own and continuously enhance the Employee Handbook, Culture Playbooks, and People Policies.

- Drive employee listening initiatives including surveys, focus groups, pulse checks, and action planning.

- Foster an inclusive, collaborative, and high-performance workplace culture.

- Partner with leadership teams to strengthen employer branding and employee experience initiatives.

3. AI-Led HR Operations & Process Excellence:

- Lead the transformation of HR Operations through automation, process optimization, and technology adoption.

- Design and implement AI-enabled HR workflows to improve efficiency, scalability, and employee experience.

- Automate key HR processes including:

1. Employee onboarding and offboarding

2. HR helpdesk and ticketing systems

3. Policy and FAQ management

4. Employee letters and documentation

5. Workflow approvals

6. HRIS administration and data management

7. Compliance reporting and dashboards

- Drive operational excellence through SOP creation, process standardization, SLA governance, and continuous improvement initiatives.

- Build HR analytics dashboards and reporting frameworks to support data-driven decision-making.

- Ensure HR systems, processes, and records maintain high standards of accuracy, compliance, and governance.

4. HR Business Partnering & Change Management:

- Act as a strategic HR Business Partner for key business units and leadership teams.

- Support organizational design, workforce planning, succession planning, and talent management initiatives.

- Coach managers and leaders on performance management, employee engagement, team effectiveness, and people-related decisions.

- Lead change management initiatives and drive successful adoption of new HR programs and frameworks.

- Facilitate manager capability-building programs, workshops, and training interventions.

- Identify and mitigate people risks through proactive workforce insights and interventions.

- Serve as a trusted advisor on employee relations, leadership effectiveness, culture transformation, and organizational development.

5. Strategic HR Initiatives:

- Partner with senior leadership to develop and execute the overall People Strategy aligned with business objectives.

- Drive strategic workforce planning and talent development initiatives.

- Establish governance frameworks for people programs and HR effectiveness metrics.

- Lead cross-functional projects focused on organizational growth, scalability, and operational excellence.

- Leverage people analytics and business insights to recommend strategic interventions and improvements.

Key Skills & Competencies:

- HR Strategy & Organizational Development

- Performance Management Systems (PMS)

- Talent Management & Succession Planning

- Employee Engagement & Culture Building

- Leadership Coaching & Stakeholder Management

- HR Business Partnering

- Change Management

- HR Analytics & Workforce Insights

- HR Technology & Automation

- AI Applications in HR Operations

- Process Excellence & Governance

- Compensation & Rewards Alignment

- Policy Development & Compliance

- Communication & Influencing Skills

Qualifications:

- MBA / PGDM in Human Resources, Organizational Development, or related field.

- HR certifications such as SHRM, HRCI, CIPD, or equivalent will be an added advantage.

Experience Required:

- 8 - 10+ years of progressive HR experience with significant exposure to HR Strategy, HRBP, Performance Management, and Organizational Development.

- Experience in high-growth startups, technology organizations, or fast-scaling businesses preferred.

- Proven track record of building scalable people processes and driving organizational transformation.

- Experience implementing HR technology platforms, automation initiatives, and data-driven HR programs.

- Strong exposure to leadership partnering and change management initiatives.