Head - Human Resources - Healthcare/Manufacturing/Retail (9-15 yrs)

Key Responsibilities:

1. Talent Acquisition & Retention:

- Lead national and non-centre talent acquisition strategies to attract top talent across diverse roles, ensuring timely hiring at all levels.

- Collaborate with senior leadership to anticipate future workforce needs and develop strategies to address them.

- Manage relationships with consultant vendors and recruitment channels, optimizing social media platforms for recruitment.

- Oversee annual campus placements from eligible colleges to attract new talent across various functions.

- Implement retention initiatives to preserve key talent and build a robust talent pipeline.

- Oversee employer branding efforts to position as an employer of choice.

2. HR Operations:

- Implement an onboarding program to integrate new employees, ensuring they have the necessary resources, training, and support from day one.

- Promote company culture and values, gathering feedback to continuously improve the onboarding experience.

- Manage a smooth offboarding process, including exit interviews, knowledge transfer, and return of company property.

- Analyze exit data to identify trends and improve retention strategies while maintaining positive relationships with former employees.

- Oversee all HR operations, ensuring adherence to policies and procedures in line with SOPs and HR policies.

- Implement HR technologies and systems to streamline processes and enhance reporting capabilities.

- Lead the HR budgeting process, ensuring the efficient allocation of resources for HR initiatives, recruitment, training, and technology.

- Ensure HR operations are cost-effective while maintaining high standards of service and employee satisfaction.

3. Compensation & Benefits:

- Ensure accurate payroll submission on time across PAN India, with payroll key metrics aligned with business objectives.

- Provide medical benefits such as GHI, GTL, and others, and manage renewals with competitive quotes.

- Ensure fair and equitable pay practices across all organizational levels.

4. Statutory Compliance:

- Ensure the completion of all monthly, quarterly, and annual statutory tasks with the help of consultants.

- Streamline and maintain statutory compliance across PAN India locations as per legal requirements.

5. Employee Engagement & Organizational Culture:

- Design and implement strategies to enhance employee engagement, aligned with mission and values.

- Planning cluster picnics at centre level.

- Organize initiatives such as town halls, recognition programs to improve workplace satisfaction and morale(Star & Appriciation awards, Teammates got Talent and Fitness contest..etc.

- Act as the custodian of company culture, driving initiatives focused on diversity, inclusion, and innovation.

- Conducting monthly celebrations, Quarterly Townhalls, Annual Foundation day celebrations with in the timelines.

6. Learning & Development (L&D):

- Develop and implement L&D programs to address skill gaps and enhance competencies at both centre and non-centre levels.

- Ensure required training is provided to all relevant teammates.

- Optimize the use of LMS platforms to drive cultural transformation.

- Lead leadership development initiatives to build internal capabilities and prepare employees for future roles.

- Foster a continuous learning culture through structured training, workshops, and e-learning platforms.

- Conduct bi-annual and annual surveys (e.g., eNPS, Internal Customer Delight Survey, New Joiners, Training Feedback).

7. Performance Management & Succession Planning:

- Set and finalize goals and KRAs for all teammates, which will be assessed annually.

- Implement the performance management process, linking it to business outcomes within set timelines as per SOPs.

- Ensure strict adherence to timelines for completing the entire PMS process across all employees.

- Provide regular updates on PMS status to function heads and address any concerns hindering the process.

- Develop and implement leadership development programs to enhance internal capabilities.

- Develop and implement a robust succession planning strategy to ensure the company is prepared for leadership transitions.

- Identify and nurture high-potential employees to prepare them for leadership roles and critical positions.

8. HR Analytics & Insights:

- Leverage HR analytics to make data-driven decisions and improve business outcomes.

- Review weekly, monthly SOP reports to validate whether polices are followed or not and take necessary steps to streamline it.

- Regularly present key HR metrics and insights to leadership.

- Provide monthly HR dashboards to management with key metrics.

9. HR Strategy & Leadership:

- Develop and implement HR strategies that align with the company's goals and vision.

- Serve as a strategic advisor to the leadership team on all HR-related matters.

- Drive a culture of performance, accountability, and innovation.

10. Organizational Development & Culture:

- Foster a strong organizational culture aligned with values and mission.

- Develop and implement policies and practices that ensure fairness and inclusivity in recruitment, promotions, and workplace culture.

- Lead change management initiatives and drive cultural transformation across locations.

- Design and execute programs to enhance employee engagement and morale.

11. Employee Communication:

- Ensure transparent and consistent communication between leadership and employees.

- Manage internal communications, including updates on company policies, HR initiatives, and organizational changes.

- Foster a culture of open dialogue and employee feedback through various communication channels, such as regular town halls and surveys.

12. HRMS Management & Oversight:

- Ensure all HR activities, including recruitment, performance management, payroll, employee records, and training, are effectively managed and tracked through the existing HRMS platform.

- Monitor and ensure seamless usage of HRMS by all team members across the group, ensuring data accuracy and process efficiency.

- Provide ongoing support and training to HR and relevant teams to ensure optimal use of the HRMS platform.

- Leverage HRMS data to track key HR metrics and improve decision-making processes.

- Ensure compliance with data privacy regulations and maintain data integrity within the HRMS.