KeyResult Areas

1. Completion and Implementation of Talent Management Plans Ensure talent development and succession plans are completed and implemented as planned.

2. Timely and Effective Performance Review Cycles Complete performance reviews on time and ensure meaningful feedback for employees.

3. Develop and Execute Talent Acquisition Strategy Design and implement hiring strategies aligned with business goals; lead workforce planning with department heads.

4. Reduction in Attrition Percentage Reduce employee turnover and improve retention across the organization.

5. Timely and Effective Performance Review Cycles Complete performance reviews on time and ensure meaningful feedback for employees.

6. Statutory Compliances & Liaisoning Ensure all statutory requirements are met and maintain good coordination with government authorities.

7. SOP Compliance Audit Results Ensure HR policies and procedures are followed and achieve positive audit results.

8. Execution and Impact of New HR Initiatives Successfully implement new HR initiatives and ensure they deliver the expected results.

9. Develop and Execute Talent Acquisition Strategy Design and implement hiring strategies aligned with business goals; lead workforce planning with department heads.

10. Drive End-to-End Recruitment Operations Manage full-cycle recruitment using various sourcing channels while ensuring cost-effective hiring.

11. Strengthen Employer Branding Lead branding initiatives with Marketing and represent the company at job fairs, campus drives, and industry events.

12.Ensure Process Excellence and Compliance Enforce recruitment policies, ensure compliance, and maintain accurate recruitment metrics and reports.

13. Collaborate with Stakeholders Partner with business leaders and external vendors to meet hiring needs and ensure effective talent delivery.

14. Enhance Candidate Experience Ensure a positive candidate journey and collect feedback for ongoing process improvement.

1. Essential FactorsEducation: MBA / MHRM / PGDB in Human Resources from a reputed institution.Experience: Minimum 9–12 years of progressive HR experience with demonstrated success in talent acquisition, performance management, statutory compliances, and organizational development.Skills:Strategic Thinking: Ability to align HR initiatives with business goals and drive organizational performance.Project Management: Skilled in planning, executing, and monitoring HR initiatives within timelines and budgets.Data Analysis & Interpretation: Proficient in analyzing HR metrics (attrition, recruitment TAT, performance scores) to derive insights.Stakeholder Management: Strong interpersonal skills to influence and collaborate with department heads and business leaders.Communication Skills: Excellent verbal and written communication for presentations, policy communication, and employee engagement.Technical Know-How: Hands-on experience with HRMS tools, Excel dashboards, and digital performance management systems.Suitability FactorsBusiness Acumen: Strong ability to align HR strategies with overall organizational objectives.Change Agility: Adaptable in fast-paced, evolving business environments.Employee Focus: Committed to fostering employee engagement and retention.Collaboration & Influence: Skilled in cross-functional collaboration and stakeholder management.Cultural Sensitivity: Experienced in working with diverse, multicultural teams.Result Orientation: Driven by execution excellence and measurable impact.Integrity & Ethics: Maintains confidentiality and upholds fairness in all HR practices.