Head - Human Resource - Coworking/Real Estate Sector (12-17 yrs)

Our client is currently on a growth path both in terms of revenue and diversification of multiple services which covers all forms of real estate beyond office space viz. retail and possibly residential as well. On the journey for an IPO early next year it is very important to strengthen some functions which gives a strong foundation layer for the next level of growth. This includes certain functional areas and also enabling functions.

Head of HR - The HR function has largely been an off shoot of the team for both recruitment and HR activities. Currently a large part of the hiring is taken care of and operationally the day-to-day activities are going on fine. This largely includes HR operations, Appraisals and basic L&D activities.

The following are some of the characteristics of the organization at this point of time

- Has been built with a complete set of fresh individuals who have come on board in the last 7- 8 years

- A good number of employees are based out of Bangalore and the rest of the employees are stationed across cities and various office spaces of our client. Critical mass of employees are not there apart from the Corporate office

- Functionally diverse team of designers, project managers, finance professionals, FMS, procurement, legal, Tech and Operations

- Organizational revenue continues to grow as coverage of cities is increasing. Diversification is happening both in terms of domain areas as well as services (aggregation of services from multiple services providers)

- Leadership is strong but requires support to grow the next level of leaders

The HR leader should be able to do the following :

- Represent a new age organization like our client which would be worth xx thousand crores with a topline of over 1200 CR and a health margin

- Create a framework and structure for the organization to assimilate talent which can be absorbed in various functions of the organization

- Create a road map for leadership pipeline, lead interventions for human capital growth and look at some of the processes and policy afresh which would be relevant for an organization like our client.

Key Responsibilities:

1. Strategic HR Leadership:

- Develop and execute HR strategies aligned with the company's overall business goals and expansion plans.

- Partner with executive leadership to drive organizational effectiveness, culture, and change management.

2. Talent Acquisition and Management:

- Oversee talent acquisition strategies to attract, retain, and develop top talent across all functions.

- Implement robust onboarding and training programs to ensure seamless integration and development of new hires.

3. Employee Relations and Engagement:

- Foster a positive organizational culture and work environment that supports employee engagement and productivity.

- Address employee concerns and manage employee relations issues in a timely and effective manner.

4. Performance Management and Development:

- Design and implement performance management systems that align with company objectives and support employee growth.

- Develop and promote training and development programs to enhance skills and career development.

5. Compensation and Benefits:

- Oversee compensation and benefits programs to ensure competitiveness and alignment with industry standards.

- Regularly review and update compensation structures and benefits offerings to attract and retain top talent.

6. Compliance and Risk Management:

- Ensure compliance with all labor laws, regulations, and company policies.

- Manage HR-related risk and ensure that appropriate policies and practices are in place.

7. Organizational Development:

- Lead organizational development initiatives to support the company's growth, including workforce planning and organizational restructuring.

- Drive change management processes to support business transformation and expansion.

8. HR Analytics and Reporting:

- Utilize HR metrics and analytics to inform decision-making and improve HR processes.

- Prepare and present regular HR reports to senior management on key HR metrics and initiatives.