JOB DESCRIPTION Role: Head HRBP - Corporate & International Business & Head Talent Acquisition Designation: Senior GM / AVP Function: Human Resources Department: Human Resources Reporting to: CHRO Direct Reportees: 4 Indirect Reportees: 5 Work Schedule: Mon - Fri and alternate Saturdays (03) are working Work Mode: Work from Office Work Location: Govandi, Mumbai Role Objective: To lead and drive the Human Resources Business Partnering for Corporate, International Business Divisions, while heading the Talent Acquisition function, ensuring the strategic alignment of HR initiatives with business objectives. Portfolio Managed: Corporate (incld. Gen. R&D) , International Business and Talent Acquisition. KEY RESPONSIBILITIES HR Business Partnership - Act as the primary HR advisor, consulting business leaders on people strategy, workforce planning, and organizational effectiveness. - Partner with C-Suite and functional heads to ensure HR initiatives are aligned with business goals and deliver solutions for complex challenges. - Build strong relationships with stakeholders across corporate, consumer, and sales units to influence decision-making and successfully lead change management efforts. - Interpret people's data, provide analytics and insights to leadership, and advise on talent risks and opportunities. - Ensure seamless deployment of HR programs, lead annual people cycles, and foster a culture of continuous feedback. Talent Management - Lead annual manpower planning and forecasting to ensure strategic workforce alignment. - Manage the employee lifecycle from onboarding through exit, including promotions and transfers. - Oversee talent assessment, succession planning, and development of the leadership pipeline. - Design rewards, recognition, and performance-based incentive programs. Talent Engagement & Development - Lead the design and execution of employee engagement strategies and tailored interventions to enhance motivation,collaboration, and retention across diverse business units. - Act as a champion and custodian of organizational CREDOs and cultural values, embedding these in engagement and development initiatives to build a unified and purpose-driven environment. - Drive a positive, inclusive, and high-performance workplace by advising leaders on people practices, facilitating open dialogue, and supporting change management to improve satisfaction and performance. - Create and deliver ongoing learning, upskilling, and development programs tailored to business needs, ensuring talent is future-ready, agile, and equipped for accelerated growth and leadership opportunities. Field Force & Sales HR - Drive customized HR strategies and engagement programs for the sales and field force. - Support sales capability building, field engagement, and retention initiatives. The above statements are intended to describe the general nature, level and expectations of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all the required duties, responsibilities and job specifications / requirements and that individual entities may amend this list based on their specific requirements and business context. Performance Management - Drive results-focused performance management through clear goal-setting, ongoing feedback, and objective evaluations aligned to business goals. - Ensure timely execution of appraisals with equal focus on achievement and employee growth plans. - Advise managers on fair, data-driven practices to develop talent and promote accountability. - Lead regular talent and performance reviews for high-potential identification and succession planning. - Enable targeted upskilling and coordinate with Compensation & Benefits to ensure performance aligns with rewards and promotions. Employee Retention Management - Develop retention strategy to retain top talent and maintain healthy attrition rates - Implement strategy to reduce turnover including monitoring attrition trends and using exit interview feedback to enhance retention - Leverage data analysis to identify attrition trends and generate proactive, actionable insights for retention improvement - Present dashboards and reports to effectively communicate findings and inform decision-making to leadership Talent Acquisition - Define and lead the organizations enterprise-wide talent acquisition strategy in line with growth objectives and workforce planning. - Hold complete responsibility for Talent Acquisition, driving excellence in leadership and operational recruitment at the Organisation level - Spearhead key leadership hiring for emerging markets and critical business clusters, ensuring a strong leadership succession pipeline. - Lead senior and top management hiring across Plants and Domestic Sales, partnering closely with business heads to meet future capability needs. - Serve as the central authority for managing relationships with executive search firms, recruitment partners, and other strategic allies. - Oversee enterprise-wide utilization, governance, and tracking of psychometric assessments to enable data-driven talent selection. - Exercise end-to-end budgetary accountability for the Talent Acquisition function, ensuring cost effectiveness,efficiency, and ROI. - Drive innovation in hiring processes through ATS optimization, digital sourcing platforms, and advanced analytics for enhanced candidate engagement. - Champion employer branding through integrated talent marketing, positioning the organization as a preferred destination for top talent. - Coach and develop the Talent Acquisition team to strengthen strategic partnership, capability, and execution excellence. Team Management - Promote and embody the USV Credo - Foster a culture of meritocracy through regular performance reviews, constructive feedback and recognition - Ensure regular trainings to keep the team updated with the latest knowledge and skills - Identify and develop high-potential candidates for future roles - Guide team members to overcome challenges and optimise performance STAKEHOLDER INTERACTION The above statements are intended to describe the general nature, level and expectations of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all the required duties, responsibilities and job specifications / requirements and that individual entities may amend this list based on their specific requirements and business context. Type of Interaction: Internal Interaction with: C-Suite members , Functional heads, HR CoEs , HRBP - Plants & Sales Nature of Interaction: Collaborate to align HR initiatives with business objectives, support employee engagement, address HR-related queries, and facilitate training programs Type of Interaction: External Interaction with: Recruitment vendors, Consulting partners, Survey providers, Contract Employee Agencies Nature of Interaction: Ensure compliance with guidelines and regulations, represent the organization in statutory matters, and manage recruitment partnerships. JOB REQUIREMENTS Professional Experience and Relevant Skills - Minimum of 12-18 years of progressive HR experience, including at least 10 years of significant leadership in HR Business Partnering and Talent Acquisition, preferably gained within large, complex, or multi-industry corporate environments. - Proven track record in designing and executing strategic HR and recruitment initiatives aligned to business goals, including high-volume and specialized hiring. - Experience leading and managing HR and talent acquisition teams, ensuring operational excellence, compliance, and continuous improvement. - Hands-on expertise with ATS and digital recruitment tools, employer branding, workforce planning, and candidate experience management. - Demonstrated stakeholder management abilities; able to influence senior leadership and drive cross-functional collaboration. Academic Qualifications & Certifications - Educational Qualification: Master in Business Administration in Human Resource Management - Relevant Certifications: SHRM-SCP (Senior Certified Professional from Society for Human Resource Management), SPHR (Senior Professional in Human Resources) and any other relevant certifications Behavioural Competency (Proficiency Levels from 1 5, with 1 being the lowest and 5 being the highest) Achievement Orientation (5) Problem Solving and Decision Making (5) Integrity and Process Compliance (5) Effective Communication (5) Customer Orientation (4) Team Management (4) Collaboration (5) Strategic Orientation (5) Planning and Execution (5)

Mumbai

USV - Head - HR Business Partner - Corporate & International Business & Talent Acquisition 

Job Description for USV - Head - HR Business Partner - Corporate & International Business & Talent Acquisition  in USV Pvt Ltd in  Mumbai for (12-18) years of experience. Apply Now!