Job Description:
Strategy
- Support business leaders by providing analysis and recommendations to translate business plans into people strategies covering workforce, capability, culture, and organization design.
- Contribute to the development and review of people plans for assigned units, including headcount, skills, succession, and critical-role risk, and track execution with stakeholders.
- Monitor people outcomes (attrition, engagement, performance, internal mobility) and provide insights to management and recommend structural, policy, or managerial interventions where required.
- Champion organizational values and culture, ensuring HR initiatives reinforce customer centricity, collaboration, and high performance.
Operations
- Support and coordinate the full employee life cycle from onboarding to exit, ensuring consistent processes, policy compliance, and positive employee experience.
- Provide expert guidance complex employee relations matters, including investigations, grievance handling, disciplinary actions, and conflict resolution, ensuring fair and timely closure.
- Support performance management cycles performance management cycles end-to-end, including goal setting, mid-year and annual reviews, calibrations, and coaching managers on feedback and documentation quality.
- Support the annual compensation review for the BU, integrating inputs from the talent heatmap, performance outcomes, and C&B guidelines.
- Ensure adherence to applicable labour laws, internal HR policies, and audit requirements; identify compliance gaps and drive corrective actions with relevant stakeholders.
- Own HR data quality for the assigned scope and use dashboards and reports to provide insights on attrition, engagement, performance, and hiring to business leaders.
Product / Process Improvement
- Design and drive the employee engagement agenda for the BU, including ownership of surveys, action planning with leaders, and follow-through on commitments in close coordination with employee happiness section
- Lead deployment and continuous improvement of Rewards & Recognition frameworks and track their impact on morale and retention.
- Assess exit feedback, engagement insights, ER trends, and attrition data to identify root causes; propose and track targeted retention and well-being initiatives.
- Promote and enable well-being, inclusion, and employee-experience initiatives and ensure outcomes are measured and acted upon.
- Recommend and support continuous improvement, digitization, and simplification of HR policies, processes, and systems to enhance efficiency and manager / employee self-service.
Job Requirements:
- Bachelor's / Master's degree in HR
- 9+ Years in case of Master's degree (11+ years in case of Bachelor's degree) in relevant area
- Expertise in employee performance management and development
- Ability to conduct ROI assessments for HR programs and initiatives
- Experience in strategic HR business partnering and alignment with organizational goals
- Skilled in talent strategy formulation and workforce optimization
- Experience in market research and benchmarking HR practices
- Capability in assessment and talent pool development
- Ability to design and enhance employee experience (EX) frameworks
- Skilled in people analytics and data automation for strategic insights
- Understanding of workforce psychology and behavioral analysis
- Commitment to sustainable HR strategies and circular economy integration
- Competence in change management and fostering workforce agility
