Department: Human Resources

Reports To: Director- HR
Experience: 10–18 years (with minimum 5 years in a leadership role)

Role Purpose

This role will have a dual focus on strategic people planning and high-quality HR operations, ensuring the organization scales smoothly while building a strong, future-ready workforce.

This role is responsible for building future-ready capabilities, driving digitalisation, and creating robust systems and structures that support business scale, efficiency, and long-term organizational success.

Key Responsibilities

Strategic HR Leadership Translate business goals into long-term people strategy and capability. Lead workforce planning, talent forecasting, and capacity planning models. Drive succession planning and strengthen leadership readiness for future roles. Champion culture-building initiatives aligned with organizational values and transformation needs. Enhance digitalisation of HR processes in the existing HRIS

 

HR Operations & Governance Oversee end-to-end HR lifecycle management: From requisition to Exit including proper onboarding and engagements. Ensure strong policy governance, HR SOP development, and process orientation Drive clear HR dashboards, metrics, and analytics. Ensure compliance with statutory requirements, labour regulations, and internal governance guidelines. Optimize HR & Admin costs through structured planning, vendor management, and process efficiency. Learning & Development Leadership Design and implement the organization’s L&D strategy covering technical, behavioural, and leadership development. Build learning initiatives, competency and skill building programs, Define and maintain competency frameworks for all roles and leadership levels. Implement systems for training need identification, training calendars, and learning effectiveness measurement. Foster a culture of continuous learning, innovation, and knowledge sharing. Digital HR & Transformation Lead the organization’s digital HR roadmap Strengthen transparency, accuracy, and turnaround time through existing HRIS Drive change management initiatives to support digital adoption and process maturity. Employee Experience & Culture Build a high-performance environment through structured engagement, communication, and development initiatives. Ensure employee grievances are addressed promptly through fair, transparent processes. Reinforce core organizational values across teams and learning interventions. Performance Management Strengthen the link between performance outcomes and rewards, development plans, and succession pipelines. Use analytics to identify performance trends, capability gaps, and workforce productivity insights.

Key Skills & Competencies

Strategic thinking & business alignment Strong understanding of HR operations, compliance & governance Workforce planning, budgeting & HR analytics L&D strategy, capability building & competency frameworks HR technology & digitalisation Good Communication Skills and Employee connect

Qualifications

MBA/Master’s in HR, Organizational Development, or related field. Certifications in L&D, HR Analytics, Coaching, OD, or Leadership Development (preferred).