Assigned Business Specific Activities:

1. Be a strategic and operational partner to the leadership team.
2. Ensure operational excellence towards HR ops focusing on the employee life cycle.
3. Foster a diverse, open, transparent, culture.
4. Responsible to manage employee grievances and violations including disciplinary actions whenever required.
5. Execute the end-to-end performance management process in collaboration with Managers, leadership & C&B Team.
6. Manage stakeholder expectations and ensure regular connects.
7. Manage processes associated with career development- goal setting, internal job rotation, performance enhancement program.
8. Monthly reporting of HR dashboards and any adhoc business requirements of HR Metrics.
9. Responsible for driving the employee engagement survey action.
10. Assisting HR leader in various requirements.

HR Center of Excellence

1. Curate customized solutions and programs aligned to business and HR objectives.
2. Curate programs focusing on Talent Engagement, retention and development.
3. Guide team and managers issues related to compliance, performance, behavior of the employees and provide support to HODs and Managers.
4. Drive initiatives focused on diversity & inclusion at organization level.

Initiatives:

1. Participate in company-wide initiatives- Employer branding, Employee Rewards, Events, and Engagement Initiatives.
2. Support HR Head to drive the department-level strategic meetings.
3. Manage the budget allocated for employee engagement, rewards and recognition related activities.

Compliance:

1. maintain and enforce compliance with local, state, and central labor laws.
2. Oversee statutory compliance requirements such as PF, ESI, gratuity, and other regulatory obligations, conducting regular audits to ensure adherence.
3. Develop and update HR policies and procedures, ensuring they align with best practices and regulatory requirements.

Learning & Development (L&D)

1. Support in developing and executing strategic L&D framework to support leadership development, soft skills training, and technical upskilling.
2. Collaborate with senior management to identify key competencies and career progression paths across departments.
3. Establish metrics to evaluate the impact of L&D initiatives, including employee engagement, retention, and performance improvement.
4. Partner with external vendors and training consultants to design and deliver customized learning solutions.

Qualification:

1. Master’s degree in Human Resources, Business Administration, or a related field.
2. 10+ years of progressive HR experience, with a focus on HR initiatives at a senior level.
3. Proven experience in managing a team and leading HR initiatives at a senior level.
4. Strong knowledge of labor laws, payroll compliance, and HR best practices.
5. Exceptional communication, leadership, and interpersonal skills.
6. Proficiency in HRIS, ATS, Payroll System, and MS Office Suite.