VP, Head Corporate HR

Role & responsibilities

A. Corporate HR Strategy, Policies & Governance

• Develop, maintain and periodically review corporate HR policies and standardized processes.
• Establish appropriate HR governance, controls and accountability across the organization.
• Benchmark HR practices and advise the Leadership Team on relevant developments.
• Own HR compliance and statutory requirements.

B. HR Operations & Shared Services

• Own HR Operations and Shared Services for the organization.
• Establish clear SLAs, workflows and accountability for employee-facing HR services.
• Improve efficiency, accuracy and employee experience across the employee lifecycle.
• Drive standardization and continuous improvement of HR processes.

C. HR Automation & Technology

• Own the HR automation roadmap and prioritize high-impact process improvements.
• Automate repetitive and manual HR processes and improve HR technology utilization.
• Identify opportunities for AI and technology-led improvements in HR.
• Ensure HR systems have appropriate controls, integration and data integrity.

D. HR Analytics & MIS

• Develop a comprehensive HR Analytics framework and a reliable single source of truth for people data.
• Build dashboards covering manpower, hiring, attrition, productivity, compensation, performance and other key metrics.
• Provide the CFO and Leadership Team with actionable people analytics.
• Develop predictive analytics for attrition, manpower requirements and talent risks where appropriate.

E. Performance Management

• Own the organization-wide Performance Management framework and annual appraisal process.
• Ensure effective implementation of BSC / KPIs and performance goals.
• Own the performance appraisal process for the entire Leadership Team.
• Coordinate leadership performance reviews with the CEO, CFO, CBO and relevant business leaders.
• Ensure consistency, objectivity and appropriate documentation of performance evaluations.

F. Learning & Development Infrastructure

• Own the enterprise L&D framework, processes and learning technology.
• Conduct competency and capability assessments and identify organization-wide capability gaps.
• Develop leadership and functional development programs.
• Provide the scalable content, LMS, assessments, certification and learning analytics required by Business HR.
• Measure effectiveness and ROI of L&D interventions.

G. Rewards, Recognition & HR Frameworks

• Develop and administer organization-wide Rewards & Recognition frameworks.
• Establish compensation and benefits processes in partnership with the CFO.
• Ensure internal consistency and appropriate market benchmarking.
• Provide the frameworks within which Business HR can implement targeted retention interventions.

H. HR Risk, Controls & Audit

• Identify and mitigate people-related operational, policy and compliance risks.
• Maintain appropriate HR documentation and records.
• Establish HR audit mechanisms and ensure timely closure of identified gaps.

Preferred candidate profile

• 12+ years of HR experience with significant experience in Corporate HR, HR Operations and HR transformation.
• Experience of scaling organizations and building HR infrastructure.
• Strong experience in HR process design, automation and HR technology.
• Strong understanding of HR Analytics, MIS and data-driven decision making.
• Experience managing HR Shared Services / HR Operations.
• Strong understanding of Performance Management and L&D.
• Preferred industry background: IT/ITES, Media, Telecom, Hospitality or Service industries.
• Excellent academic record and a degree in HR from a reputed management institute.