Description:

Qualification:

- Full-time MBA (HR) / MSW from a reputed institution

- Certification in Training & Development

- Certifications in Psychometric Tools (e.g., Thomas PPA), OD interventions, or coaching methodologies will be an added advantage

Experience:

- 12-15 years of experience in Talent Development, Performance Management, and OD

- Preferably from manufacturing or multi-location organizations

- Strong exposure to HRBP roles, especially in Sales/Commercial functions

Technical Knowledge & Skills:

- Strong expertise in Learning Architecture, competency frameworks, and capability building

- In-depth understanding of Performance Management Systems (PMS), KRAs, KPIs, and goal alignment

- Experience in competency mapping and integrating competencies across HR lifecycle (hiring, development, performance)

- Proficiency in designing succession planning frameworks, IDPs, and leadership pipelines

- Hands-on experience in Organizational Development interventions and culture transformation initiatives

- Exposure to employee engagement tools, surveys, and analytics (e.g., engagement survey, pulse surveys, happiness index)

- Strong understanding of HR analytics, dashboards, and data-driven decision-making

- Experience in policy formulation, governance frameworks, and compliance

Managerial & Behavioral Skills:

- Strong stakeholder management and influencing skills

- Strategic thinking with execution excellence

- High analytical ability and problem-solving mindset

- Innovation-driven with strong ideation capabilities

- Empathetic leadership and people orientation

- Excellent communication and facilitation skills

- Ability to work across cross-functional teams and manage change

Key Responsibilities:

1. Performance Excellence & PMS

- Drive a robust, transparent, and business-aligned Performance Management System (PMS)

- Lead goal setting, KRA/KPI alignment, mid-year reviews, and annual appraisal cycles

- Ensure PMS governance, audit mechanisms, and process sanctity

- Build performance dashboards and analytics to identify trends, gaps, and improvement areas

- Drive performance differentiation and high-performance culture across levels

- Integrate PMS outcomes with rewards, succession planning, and development initiatives

2. Learning & Development (L&D)

- Design and implement a comprehensive organization-wide L&D strategy aligned with business priorities

- Build end-to-end learning architecture including digital, blended, and experiential learning models

- Develop leadership development programs, functional capability building, and behavioral training interventions

- Drive LMS adoption and e-learning initiatives for scalable learning

- Establish strong training need identification (TNI) and training effectiveness measurement (ROI, impact analysis)

- Manage L&D budgets with focus on optimization and value creation

3. Talent Management & Succession Planning

- Design and implement talent review frameworks and succession planning processes

- Identify HiPos and create structured Individual Development Plans (IDPs)

- Conduct talent audits and calibration sessions with business leaders

- Build career progression frameworks and internal mobility programs

- Strengthen leadership pipeline for critical roles

4. Organization Development (OD) & Culture

- Diagnose organizational health through surveys, assessments, and stakeholder interactions

- Design and implement OD interventions aligned to business strategy and culture transformation

- Drive employee engagement initiatives including engagement surveys, pulse checks, and happiness index

- Analyze survey insights and implement actionable interventions to improve engagement scores

- Lead change management initiatives and embed desired organizational values and behaviors

5. Employee Engagement & Experience

- Design and implement engagement frameworks to enhance employee satisfaction and retention

- Develop and track Employee Happiness Index and engagement metrics

- Drive initiatives for improving workplace culture, collaboration, and productivity

- Partner with leadership to build a positive and inclusive work environment

6. HRBP Role (Sales & Business Functions)

- Act as HR Business Partner for Sales and key business functions

- Support manpower planning, productivity improvement, and capability building for Sales teams

- Align HR initiatives with business goals to drive revenue and operational efficiency

- Address field challenges related to performance, engagement, and retention

- Enable sales capability development through targeted training and interventions

7. Rewards, Recognition & Incentives

- Design and drive Reward & Recognition (R&R) frameworks aligned with performance outcomes

- Develop sales incentive plans and performance-linked reward mechanisms

- Ensure fairness, transparency, and effectiveness of R&R programs

- Measure impact of recognition programs on engagement and performance

8. Policy Formulation & Governance

- Develop, review, and implement HR policies aligned with organizational objectives and industry best practices

- Establish governance mechanisms to ensure policy adherence and consistency

- Drive simplification and digitization of HR policies and processes

- Continuously benchmark and upgrade policies to enhance employee experience

9. HR Analytics & Reporting

- Build dashboards and MIS for performance, learning, engagement, and talent metrics

- Provide actionable insights to leadership through data analysis

- Track key HR metrics such as productivity, attrition, engagement, and training effectiveness