AVP- Human Resource

Role Overview

The AVP - Human Resources will be a strategic partner, responsible for leading and executing the organizations HR strategies, fostering a culture of innovation and inclusivity, and aligning HR practices with business objectives. This position requires a seasoned HR professional with expertise in talent management, organizational development, and strategic HR leadership.

Key Responsibilities

Strategic HR Leadership

• Develop and implement HR strategies that align with business goals and objectives.
• Partner with senior leadership to create a culture that supports innovation, collaboration, and employee engagement.
• Drive organizational development initiatives, ensuring the company’s structure supports its long-term goals.

Talent Acquisition & Management

• Oversee end-to-end talent acquisition processes to attract top-tier talent.
• Develop and execute strategies for talent retention, succession planning, and leadership development.
• Lead initiatives for skill enhancement and career progression to support employee growth.

Employee Engagement & Culture Building

• Foster a culture of inclusivity, diversity, and high performance across the organization.
• Implement employee engagement programs and strategies to enhance satisfaction and productivity.
• Address employee concerns and grievances effectively, promoting a positive work environment.

HR Operations & Compliance

• Ensure compliance with labor laws, industry regulations, and organizational policies.
• Oversee payroll, benefits administration, and other HR operational activities for efficiency and accuracy.
• Implement best practices in HR policies, procedures, and systems.

Performance Management

• Design and implement robust performance appraisal systems to drive accountability and results.
• Set measurable KPIs for teams and individuals in alignment with organizational objectives.
• Facilitate regular feedback mechanisms and employee recognition programs.

Change Management & HR Transformation

• Lead HR transformation initiatives, including digitalization of HR processes and systems.
• Manage change effectively to support organizational restructuring, growth, or process improvements.
• Identify and mitigate risks related to people management.

Qualifications & Experience

• Education: Master’s degree in Human Resources, Business Administration, or a related field from a reputed institution.
• Experience: Minimum of 8 years of progressive HR experience, with at least 4-5 years in a leadership role.

Key Competencies

• Strategic Thinking and Decision-Making.
• Strong knowledge of HR laws, regulations, and best practices.
• Expertise in talent acquisition, management, and organizational development.
• Excellent communication, negotiation, and interpersonal skills.
• Proficiency in HR technology and digital transformation tools.
• Ability to build strong relationships with internal and external stakeholders.