ABOUT UMMEED

India has over 50 million children with disabilities under the age of 15. With access to appropriate health, intervention, education, recreation and livelihood services they can be supported to become productive members of the society. Today most of them have limited or no access to relevant knowledge and services as the number of organizations and professionals in the space is inadequate to meet the need.

Ummeed, a premier non-profit organization for children with disabilities in India, was founded in 2001 by Dr. Vibha Krishnamurthy, a developmental pediatrician. Ummeed supports children with developmental disabilities to reach their full potential and be included in society.

As an organization with a workforce of ~140 committed professionals, Ummeed's transdisciplinary approach works towards:

- Supporting children with disabilities through direct clinical services and helping families in their journey towards acceptance and empowerment

- Building a network of trained professionals and community workers who can prevent, diagnose, and manage developmental disabilities effectively

- Changing societal attitudes towards becoming more inclusive towards children with disabilities.

ABOUT THE ROLE OF SENIOR MANAGER HUMAN RESOURCES (HR)

- The Senior Manager - Human Resources will drive strategic HR initiatives across organizational development, talent management, and learning and development, ensuring alignment with the organization's vision and goals. This role will partner closely with the Head of Human Resources to enhance workforce capability, foster a culture of continuous learning, and strengthen employee engagement.

- The Senior Manager will implement people-focused strategies that support organizational culture, performance, and long-term success. We are seeking a seasoned HR professional with 10-12 years of experience, including 2-4 years in the nonprofit sector, who is passionate about people development and champions diversity, equity, and inclusion.

Some base expectations from this role:

Talent Acquisition and Workforce Planning

- Provide strategic oversight of recruitment activities to ensure the organization's hiring needs are met in a timely and effective manner.

- Guide and support the HR team in implementing recruitment strategies that attract diverse and high-quality talent aligned with organizational values.

- Review and monitor hiring pipelines, recruitment metrics, and timelines to ensure efficiency and consistency in the recruitment process.

- Ensure a positive and inclusive candidate experience across all recruitment interactions.

Employee Relations and Conflict Management

- Support managers and employees on employee relations matters, providing guidance on policies, processes, and best practices.

- Oversee the resolution of workplace concerns and conflicts, supporting the HR team in handling sensitive employee relations cases effectively and fairly.

- Promote a respectful, safe, and supportive work environment aligned with the organization's values and policies.

Employee Engagement and Workplace Culture

- Provide oversight and direction for employee engagement initiatives implemented by the HR team.

- Support the design and monitoring of both formal and informal feedback mechanisms (such as surveys, check-ins, and discussions) to understand employee experience and workplace climate.

- Analyze insights from engagement initiatives and recommend improvements to strengthen morale, retention, and organizational culture.

Diversity, Equity, and Inclusion (DEI)

- Support the development and implementation of the organization's DEI strategy in collaboration with leadership and the HR team.

- Guide the HR team in embedding inclusive practices across recruitment, employee engagement, and people processes.

- Monitor progress of DEI initiatives and contribute to building a work environment where employees feel valued, respected, and supported to reach their full potential.

Payroll Oversight and HR Compliance

- Oversee payroll processes managed by the HR team to ensure accuracy, timeliness, and adherence to statutory requirements.

- Ensure HR policies, procedures, and employment practices comply with relevant labour laws and regulatory requirements.

- Monitor compliance with statutory obligations related to employment, benefits, and employee documentation.

- Ensure HR policies and procedures are reviewed periodically and updated as necessary to reflect evolving legal and organizational needs.

HR Documentation and Audit Readiness

- Oversee the maintenance of HR documentation by the team, including employee records, contracts, and statutory documentation.

- Ensure HR files and documentation systems are accurate, well-organized, and audit-ready at all times.

Performance Management

- Oversee the implementation and effectiveness of the organization's performance management processes.

- Guide managers and the HR team in ensuring consistent implementation of performance cycles, goal setting, and performance conversations.

- Monitor adherence to timelines and processes and support managers in addressing performance concerns.

Organizational Development and Change Management

- Support the Head of HR in driving organizational development initiatives that strengthen organizational effectiveness and culture.

- Assist in planning and implementing change initiatives across teams while ensuring alignment with the organization's mission and values.

- Provide guidance to the HR team and managers during periods of change to ensure smooth transitions and effective communication.

- Support initiatives related to organizational structure, role clarity, and process improvement.

Learning and Development

- Provide oversight of learning and development initiatives implemented by the HR team to support employee growth and organizational capability.

- Support the design of training programs, skill-building initiatives, and learning opportunities aligned with organizational needs.

- Encourage a culture of continuous learning, knowledge sharing, and professional development across the organization.

Strategic HR and Talent Management

- Contribute to the development and implementation of people strategies that support the organization's mission and long-term goals.

- Monitor workforce trends, engagement insights, and HR data to identify opportunities for improvement in talent management practices.

- Support initiatives that strengthen employee retention, growth, and organizational culture.

- Partner with the Head of HR to align HR priorities with broader organizational strategy.

REPORTING TO

Head of Human Resources

WHY UMMEED?

Ummeed is unique in the social sector, not just because of the influence it has been able to create, but also because of its work culture and ethos, that includes:

- A challenging but flexible work environment that offers opportunities for growth and creating impact at scale

- A leadership that invests in its people, giving them the freedom to explore, innovate, learn, while responsibly delivering on committed outcomes

- A strong culture of respecting diversity, being inclusive and committed to serving children with disabilities and their families

- An opportunity to work in collaboration with a diverse group of highly passionate, motivated and talented individuals