Vice President - Human Resources - FMCG (20-25 yrs)

As VP - HR, you will be responsible for overseeing all aspects of the Human Resources function across multiple regions. You will play a pivotal role in shaping the company's workforce strategy, driving talent acquisition and development, ensuring compliance with global HR regulations, and fostering a culture of inclusion, engagement, and high performance. The ideal candidate will possess extensive experience in the FMCG industry and have a deep understanding of managing HR operations on a global scale.

Key Responsibilities:

1. HR Organization Structure :

a. Review the existing HR organization structure and manpower to re-design and implement an optimized structure that strategically aligns human and financial resources with the company's current and future requirements.

b. Sign off on the HR department Budget

c. Ensure Management in Place (MIP)

2. Strategic HR Leadership :

a. Lead the HR function across the company, ensuring seamless integration between corporate and factory HR teams.

b. Act as an advisor to the leadership team on strategic HR matters.

c. Collaborate with senior leadership, department heads, and external partners to ensure HR initiatives are aligned with business needs.

d. Represent the organization in key forums, ensuring the company's HR practices are seen as benchmarks in the FMCG industry.

e. Develop and execute HR strategies aligned with the overall business objectives, fostering a high-performance culture and supporting the company's growth and innovation.

f. Develop and ensure consistent implementation of policies and procedures in line with the business objectives

3. Talent Management :

a. Oversee the recruitment, development, and retention of top talent across global markets.

b. Develop & Implement strategies to ensure the availability of right leadership pipeline, strengthen performance management, succession-planning processes & Career development framework.

c. Monitor effectiveness of the implemented processes.

d. Develop & implement scalable Leadership and talent development programs fostering culture of continuous improvement and enhancing the employee engagement quotient.

4. Global HR Operations:

a. Manage the global HR function to ensure consistent policies, practices, and systems are in place across all regions.

b. Act as a key decision-maker in areas such as employee relations, compensation and benefits, performance management, and learning and development.

c. Ensure seamless HR support to corporate and factory units, maintaining compliance and promoting best practices.

5. Total Reward:

a. Design a total reward framework and ensure competitive Compensation & Benefit program to align with the industry and Organizations objective.

6. Change Management & Organizational Development:

a. Lead change management initiatives and transformation projects to support business restructuring, mergers, or acquisitions.

b. Facilitate a culture of continuous improvement, driving innovation in HR processes, technologies, and employee experiences.

c. Champion Diversity, Equity and Inclusion (DEI) initiativesto create an equitable workplace.

d. Develop and implement strategies to foster a diverse, inclusive culture across all regions, promoting respect, collaboration, and innovation.

e. Regularly assess and improve HR policies, processes, and audits to align with best practices.

7. Employee Engagement & Culture:

a. Create and implement programs that enhance employee engagement, satisfaction, and retention.

b. Promote a positive company culture, focusing on well-being, work-life balance, and fostering a sense of community within a global workforce.

8. Employee Relations, Compliance & Risk Management:

a. Lead the HR function in identifying and mitigating risks related to employee relations, compliance, and governance.

b. Develop and implement employee relations strategies that align with the organization's values and promote a positive harmonious work environment.

c. Ensure compliance with local and international labor laws/industrial relations, regulations, and industry standards.

d. Identify potential HR risks and implement mitigation strategies to protect the company and its employees.

e. Initiate appropriate disciplinary actions in case of the breach of code of conduct, unethical practices, misbehavior or indiscipline as agreed by the Ethical Committee.

f. Drive employee relations and grievance management across all units.

9. Team Development:

a. Mentor and develop the HR team, fostering professional growth and excellence.

b. Build cross-functional collaboration and a high-performing HR team.

c. Lead initiatives thatfoster a culture of continuous learning and leadership development.'

10. HR Analytics & Reporting:

a. Drive the adoption of HR technology,systems, and processesto improve efficiency and effectiveness.

b. Use data-driven insights to inform decision-making processes.

c. Establish and monitor key HR metrics and KPIs to assess the effectiveness of HR programs and policies, and report regularly to senior leadership on workforce trends and issues.