Position Description

Act as a Business Partner to country business teams by aligning all HR deliveries talent acquisition, employee engagement, career growth and retention to meet business requirements.

Job Purpose

Ensure effectiveness and end-to-end employee lifecycle management by complementing the business objectives with the overall HR policies and practices.

Responsibilities

• 1. Employee Lifecycle Management — Operations
  • Design, develop, and execute cross-functional programs and employee engagement initiatives to improve performance and reduce attrition.
  • Drive engagement-survey impact planning sessions at country level and track action planning for enhanced employee satisfaction.
  • Manage the complete recruitment cycle, from sourcing to offer, as per the defined talent acquisition process and approved SLAs, for levels delegated to countries.
  • Conduct onboarding of new joiners and smooth induction at country level.
  • Ensure effective utilisation of the HR budget and implement measures to drive cost optimisation.
• 2. Talent Management and Learning & Development
  • Goal setting: KRA communication for all employees, ensuring timely KRA creation for new joiners.
  • Facilitate and drive compliance in the country performance management cycle — appraisal completion (mid-year and annual), probation completion for supervisors.
  • Ensure effective Performance Improvement Plan creation and follow-up while working with managers.
  • Participate in rolling out talent management initiatives.
  • Sensitise employees on L&D processes, calendar, and offerings through constant communication.
  • Capture country training needs and drive training compliance.
• 3. Business Partnering & Communication
  • Understand the business environment and country-level business priorities to provide effective HR and administrative support to leadership teams.
  • Interpret and implement HR policies to bring uniformity to all people practices.
  • Inculcate discipline and code of conduct by reinforcing workplace ethics and value systems.
  • Plan communication initiatives with leadership teams at country and corporate level to ensure consistency, openness, and transparency.
  • Coordinate special projects as directed, including employee survey and feedback processes.
  • Design and implement country-specific Rewards & Recognition programs and facilitate deployment and review of national R&R programs for sustainability, effectiveness, and relevance.
• 4. Statutory Compliance & Industrial Relations
  • Ensure 100% HRMS data accuracy.
  • Manage outsourced associates end to end (recruitment of vacant positions, attendance, monthly payroll, compliance, etc.).
  • Ensure all statutory compliances are adhered to as per the laws of the land.
  • Maintain cordial relations with relevant workforce unions (where applicable) to ensure smooth and uninterrupted operations.

Key Performance Indicators

• Recruitment cycle delivered within approved SLAs; vacancies filled on time.
• Attrition rate and employee engagement outcomes against country targets.
• Appraisal completion (mid-year and annual) and probation completion for supervisors; timely KRA creation for new joiners.
• 100% HRMS data accuracy.
• Full statutory compliance with labour laws; outsourced associate payroll and compliance managed without exception.
• HR budget utilisation and cost-optimisation measures delivered.

Person Specification

Education, Training, Skills & Experience

• Minimum Educational Qualifications
  • MBA or equivalent in Human Resources.
• Knowledge Required
  • Statutory compliance.
  • Labour laws.
  • Employee lifecycle management activities.
• Skills / Competencies
  • Stakeholder management; people management; effective coordination; impactful communication; interviewing skills; customer orientation.
• Relevant Experience
  • Combination of relevant education and HR experience of 8–10 years.
  • Strong background in HR policy and practice; experience in employee relations and legal compliance preferred.

Environment

• End-to-end HR responsibility for 150–200+ employees (including supervisors) plus outsourced associates.
• Distributed workforce, making employee engagement a standing challenge.
• Union management where applicable.

Additional

Key Decisions

• No approval required: expenses relating to HR, employee engagement and R&R within the approved budget.
• Escalation where not authorised: Country Head for country-level expenses; relevant corporate HR authority for national initiatives on employee engagement, R&R, etc.

• Design, develop, and execute cross-functional programs and employee engagement initiatives to improve performance and reduce attrition.
• Drive engagement-survey impact planning sessions at country level and track action planning for enhanced employee satisfaction.
• Manage the complete recruitment cycle, from sourcing to offer, as per the defined talent acquisition process and approved SLAs, for levels delegated to countries.
• Conduct onboarding of new joiners and smooth induction at country level.
• Ensure effective utilisation of the HR budget and implement measures to drive cost optimisation.
• Goal setting: KRA communication for all employees, ensuring timely KRA creation for new joiners.
• Facilitate and drive compliance in the country performance management cycle — appraisal completion (mid-year and annual), probation completion for supervisors.
• Ensure effective Performance Improvement Plan creation and follow-up while working with managers.
• Participate in rolling out talent management initiatives.
• Sensitise employees on L&D processes, calendar, and offerings through constant communication.
• Capture country training needs and drive training compliance.
• Understand the business environment and country-level business priorities to provide effective HR and administrative support to leadership teams.
• Interpret and implement HR policies to bring uniformity to all people practices.
• Inculcate discipline and code of conduct by reinforcing workplace ethics and value systems.
• Plan communication initiatives with leadership teams at country and corporate level to ensure consistency, openness, and transparency.
• Coordinate special projects as directed, including employee survey and feedback processes.
• Design and implement country-specific Rewards & Recognition programs and facilitate deployment and review of national R&R programs for sustainability, effectiveness, and relevance.
• Ensure 100% HRMS data accuracy.
• Manage outsourced associates end to end (recruitment of vacant positions, attendance, monthly payroll, compliance, etc.).
• Ensure all statutory compliances are adhered to as per the laws of the land.
• Maintain cordial relations with relevant workforce unions (where applicable) to ensure smooth and uninterrupted operations.

• Stakeholder management
• People management
• Effective coordination
• Impactful communication
• Interviewing skills
• Customer orientation

• MBA or equivalent in Human Resources.
• Statutory compliance.
• Labour laws.
• Employee lifecycle management activities.