Key Responsibilities1\. Strategic HR Leadership
- Develop and implement HR strategies aligned with organizational goals.
- Partner with leadership teams to drive business growth through people initiatives.
- Advise management on workforce planning, succession planning, and organizational development.
- Create and monitor HR budgets and resource allocation.
2\. Talent Acquisition \& Workforce Planning
- Lead recruitment and talent acquisition strategies for all levels.
- Ensure timely hiring of qualified candidates.
- Build employer branding initiatives to attract top talent.
- Develop manpower planning and workforce forecasting processes.
3\. Employee Relations \& Engagement
- Foster a positive and productive work environment.
- Address employee grievances and disciplinary matters.
- Develop employee engagement and retention programs.
- Promote diversity, equity, inclusion, and employee well\-being initiatives.
4\. Performance Management
- Design and implement performance appraisal systems.
- Establish KPIs and performance metrics across departments.
- Guide managers on performance improvement plans.
- Ensure fair and transparent performance evaluations.
5\. Compensation \& Benefits
- Develop competitive compensation structures.
- Conduct salary benchmarking and market analysis.
- Manage employee benefits, incentives, and reward programs.
- Ensure payroll coordination and accuracy.
6\. Learning \& Development
- Identify organizational training needs.
- Develop leadership development and succession planning programs.
- Monitor employee skill enhancement initiatives.
- Promote continuous learning and career growth opportunities.
7\. HR Operations \& Compliance
- Ensure compliance with labor laws and statutory requirements.
- Maintain HR policies, procedures, and employee records.
- Oversee audits related to HR and labor compliance.
- Manage HRIS and employee data management systems.
8\. Organizational Development
- Drive change management initiatives.
- Build and strengthen company culture and values.
- Lead employee satisfaction surveys and action plans.
- Support organizational restructuring and transformation projects.
Required QualificationsEducation
- Master's Degree in Human Resources, Business Administration, Psychology, or related field.
- MBA in HR preferred.
Experience
- 10–15\+ years of progressive HR experience.
- Minimum 5 years in a senior HR leadership role.
- Experience handling end\-to\-end HR operations and strategy.
Skills \& Competencies
- Strategic thinking and business acumen.
- Strong leadership and team management skills.
- Excellent communication and interpersonal skills.
- Expertise in labor laws and statutory compliance.
- Recruitment and talent management expertise.
- Conflict resolution and negotiation skills.
- Data\-driven decision\-making abilities.
- HR analytics and HRMS knowledge.
Key Performance Indicators (KPIs)
- Employee retention rate.
- Time\-to\-hire and quality\-of\-hire metrics.
- Employee engagement scores.
- Training effectiveness and development outcomes.
- Compliance and audit performance.
- Performance management completion rates.
- HR budget adherence.
- Employee satisfaction and culture metrics.
Work Location: In person