- Need candidate from these industries only - Food, Hospitality, Tourism, Manufacturing, Consumer Electronics, Business Services

- 12-18 years of progressive HR experience with proven enterprise or group-level HR leadership exposure.

- MBA in Human Resources or equivalent qualification (mandatory).

- Demonstrated ownership of group-level HR strategy aligned to business growth and expansion.

- Hands-on organization building experience across multiple business units, verticals, or geographies.

- End-to-end leadership of recruitment strategy covering leadership, critical roles, and high-volume hiring.

- Personal accountability for recruitment KPIs including hiring TAT, offer-to-join ratio (~85%+), and quality of hire.

- Direct advisory partnership with senior leadership on org design, manpower planning, and capability building.

- Full ownership of HR policies, employee lifecycle processes, and statutory compliance.

- Proven leadership in building, mentoring, and scaling HR teams and managing recruitment vendors with SLA control.

Description:

Position Summary:

- This role goes beyond recruitment and focuses on people strategy, workforce planning, HR systems, Talent Acquisition, performance management, culture building, compliance, and leadership and organisational development, while still owning end-to-end talent acquisition for all group companies.

- The role requires a hands-on leader who can operate at both strategy and execution levels in a fast-growing, multi-business environment.

Key Responsibilities:

HR Strategy, Operation & Organization Building:

- Design and implement a group-level HR strategy aligned with EBG's business expansion plans.

- Build scalable HR frameworks suitable for multiple business verticals and geographies.

- Act as a strategic advisor to leadership on organization design, manpower planning, and leadership capability.

Talent Acquisition & Workforce Planning:

- Own and lead end-to-end recruitment strategy for leadership, middle management, and critical roles.

- Translate business plans into annual and quarterly manpower plans.

- Oversee volume hiring, niche hiring, and leadership hiring across functions.

- Build strong talent pipelines for future growth.

- Ensure high hiring quality, speed, and cultural fit.

Key Metrics:

- Hiring TAT adherence

- Offer-to-Join Ratio (Target: 85%+)

- Quality of Hire & early attrition control

Recruitment Operations & Employer Branding:

- Strengthen sourcing through job portals, LinkedIn, V P-hunting, employee referrals, agencies, and social media.

- Establish as an employer brand in the market.

- Drive recruitment analytics, dashboards, and MIS reporting.

- Control recruitment costs and improve hiring efficiency.

HR Policies, Systems & Compliance:

Develop, implement, and regularly update:

- HR policies & employee handbook

- Hiring, onboarding, confirmation, exit, and disciplinary processes

- Ensure statutory compliance with labor laws and employment regulations.

- Act as custodian of HR documentation, audits, and legal compliance.

- Coordinate with legal and finance teams on employment-related matters.

Performance Management & Employee Lifecycle:

- Design and implement performance management systems (KPIs, OKRs, appraisals).

- Align individual goals with business objectives.

- Partner with Business Heads and leadership

- Oversee employee lifecycle management from onboarding to exit.

- Drive employee engagement, retention, and culture initiatives.

Leadership Development & Capability Building:

- Identify leadership and capability gaps across the organization.

Design training and development frameworks for:

- Leadership team

- Functional V Ps

- High-potential employees

- Support succession planning and internal talent development.

HR Team Leadership & Vendor Management:

- Build and lead a strong internal HR team (Recruitment, HR Ops, HRBP).

- Mentor HR managers and recruiters for performance excellence.

- Manage recruitment agencies, consultants, and vendors.

- Track vendor performance, SLAs, and cost effectiveness.

Key Skills & Competencies:

- Strong expertise in recruitment, HR strategy, and organization building

- Proven experience in high-volume and leadership hiring

- Ability to work in fast-paced, entrepreneurial environments

- Strong stakeholder management and leadership presence

- Excellent communication, negotiation, and decision-making skills

- High integrity, confidentiality, and execution rigor

Educational & Experience Requirements:

Qualification: MBA in Human Resources or equivalent

Experience: 12-18 years of progressive HR experience

- Strong background in Recruitment + HR Leadership

- Experience in industries such as Food, Hospitality, Tourism, Manufacturing, Consumer Electronics, Business Services preferred

- Must have personally handled large-scale recruitments earlier in career