StrategySupport business leaders by providing analysis and recommendations to translate business plans into people strategies covering workforce, capability, culture, and organization design.

Contribute to the development and review of people plans for assigned units, including headcount, skills, succession, and critical-role risk, and track execution with stakeholders.

Monitor people outcomes (attrition, engagement, performance, internal mobility) and provide insights to management and recommend structural, policy, or managerial interventions where required.

Champion organizational values and culture, ensuring HR initiatives reinforce customer centricity, collaboration, and high performance.

OperationsSupport and coordinate the full employee life cycle from onboarding to exit, ensuring consistent processes, policy compliance, and positive employee experience.

Provide expert guidance complex employee relations matters, including investigations, grievance handling, disciplinary actions, and conflict resolution, ensuring fair and timely closure.

Support performance management cycles performance management cycles end-to-end, including goal setting, mid-year and annual reviews, calibrations, and coaching managers on feedback and documentation quality.

Support the annual compensation review for the BU, integrating inputs from the talent heatmap, performance outcomes, and C&B guidelines.

Ensure adherence to applicable labour laws, internal HR policies, and audit requirements; identify compliance gaps and drive corrective actions with relevant stakeholders.

Own HR data quality for the assigned scope and use dashboards and reports to provide insights on attrition, engagement, performance, and hiring to business leaders.

Product / Process Improvement Design and drive the employee engagement agenda for the BU, including ownership of surveys, action planning with leaders, and follow-through on commitments in close coordination with employee happiness sectionLead deployment and continuous improvement of Rewards & Recognition frameworks and track their impact on morale and retention.

Assess exit feedback, engagement insights, ER trends, and attrition data to identify root causes; propose and track targeted retention and well-being initiatives.

Promote and enable well-being, inclusion, and employee-experience initiatives and ensure outcomes are measured and acted upon.

Recommend and support continuous improvement, digitization, and simplification of HR policies, processes, and systems to enhance efficiency and manager / employee self-service.

Job Requirements

Bachelor's / Master’s degree in HR9+ Years in case of Master’s degree (11+ years in case of Bachelor’s degree) in relevant area
Expertise in employee performance management and development
Ability to conduct ROI assessments for HR programs and initiatives
Experience in strategic HR business partnering and alignment with organizational goals
Skilled in talent strategy formulation and workforce optimization
Experience in market research and benchmarking HR practices
Capability in assessment and talent pool development
Ability to design and enhance employee experience (EX) frameworks
Skilled in people analytics and data automation for strategic insights
Understanding of workforce psychology and behavioral analysis
Commitment to sustainable HR strategies and circular economy integration
Competence in change management and fostering workforce agility