Job Responsibilities

Strategic HR Leadership & People Strategy

• Develop and implement People & Culture Strategy aligned to corporate strategy and Tier-1 aspirations.
• Serve as strategic advisor to CEO on people matters, culture risks, organizational effectiveness, and workforce planning.
• Drive HR transformation, modern HR systems, and digitization (HRIS, LMS, performance automation).
• Ensure HR policies, frameworks, and practices are competitive, compliant, and aligned to best practices.

Culture Transformation & Change Management

• Lead design and execution of Culture Transformation Roadmap.
• Embed leadership behaviors, values, and culture codes supporting productivity, agility, accountability, and innovation.
• Champion change management initiatives for strategy execution, digitization, and restructuring.
• Facilitate workforce transition programs, communication strategies, and engagement initiatives.

 Learning, Leadership Development & Capability Building

• Oversee Learning & Leadership Academy, role-based learning maps, capability pathways, and leadership programs.
• Implement annual leadership assessments (360°, psychometrics, potential assessments).
• Build internal talent pipelines, accelerate leadership readiness, and support succession planning.
• Strengthen managerial capability to drive results, coach teams, and support transformation programs.

Talent Acquisition, Performance & Workforce Planning

• Lead end-to-end talent acquisition strategy for all divisions.
• Institutionalize Performance Management Framework anchored on Balanced Scorecard.
• Drive workforce planning, staff establishment review, and organizational design improvements.
• Oversee performance contracting, calibration, coaching, and differentiated rewards.

Employee Relations, Welfare, OSH & Compliance

• Provide oversight for employee relations, industrial relations, disciplinary frameworks, and labor law compliance.
• Build collaborative relationships with unions, regulators, and labor institutions.
• Strengthen welfare programs, wellness initiatives, OSH compliance, and psychologically safe work environment.
• Mitigate people-related risks including compliance lapses, ER disputes, attrition, and talent gaps.

Shared Services, Compensation, Benefits & HR Operations

• Oversee HR shared services (payroll, benefits administration, HR operations, employee data management).
• Develop market-aligned compensation structures, job evaluation, benchmarking, and reward policies.
• Drive efficiency, automation, and service-level improvements across HR operations.
• Ensure HR budgeting, cost management, and people analytics support productivity and strategic objectives.

Other Requirements

Academic & Professional Qualifications

• Bachelor’s in HR, Organizational Development, Psychology, Business Administration, or related field.
• Master’s preferred (HR Management, MBA, Organizational Leadership, Industrial Psychology).
• Professional HR certification required (CHRP-K, SHRM-SCP, CIPD, SPHR).
• Additional advantage: certifications in coaching, OD, change management, leadership development, HR analytics, compensation, and HR technology.

Experience Requirements

• Minimum 10–15 years progressive HR leadership experience; at least 5 years in senior/executive role.
• Experience in organizational transformation, culture change, and people strategy development.
• Strong background in compensation, performance management, HR systems, and talent development.
• Proven ability to lead multi-disciplinary HR functions (Talent, ER, L&D, HR Operations).