HR & Admin Executive

1. HR Strategy & Transformation

• Develop and implement the overall HR strategy aligned with business objectives.
• Lead HR transformation initiatives including digitalization, automation, and process optimization.
• Drive organizational design, restructuring, and change management initiatives.
• Establish scalable HR frameworks, policies, and governance structures.

2. Talent Acquisition & Workforce Planning

• Design workforce planning strategies aligned to business forecasts.
• Lead end-to-end talent acquisition across levels and geographies.
• Build employer branding initiatives to attract top talent.
• Develop succession planning and talent pipeline strategies.

3. HR Operations & Policy Implementation

• Oversee HR operations including onboarding, payroll coordination, and employee lifecycle management.
• Design and implement HR policies ensuring clarity, consistency, and compliance.
• Standardize HR SOPs and service delivery frameworks.

4. Compliance & Statutory Governance

• Ensure adherence to labor laws and statutory regulations.
• Oversee audits, inspections, and compliance documentation.
• Mitigate legal risks through proactive governance frameworks.

5. Employee Engagement & Retention

• Design employee engagement programs to enhance morale and productivity.
• Lead retention strategies including career progression frameworks.
• Conduct engagement surveys and drive action planning.

6. Training & Capability Building

• Develop and implement learning & development strategies.
• Identify skill gaps and implement capability enhancement programs.
• Promote a culture of continuous learning.

7. Leadership Development

• Design leadership competency frameworks.
• Drive executive coaching and high-potential development programs.
• Support succession planning for critical roles.

8. Vendor & Consultant Management

• Manage relationships with HR vendors, consultants, and training partners.
• Evaluate vendor performance and ensure ROI optimization.
• Negotiate contracts and service-level agreements.

9. Performance Management Systems

• Design and implement performance management frameworks.
• Drive goal-setting processes .
• Ensure performance-linked rewards and development planning.

10. HR Analytics & MIS Reporting

• Develop HR dashboards and metrics for leadership review.
• Analyze attrition, productivity, hiring metrics, and workforce trends.
• Leverage data insights for strategic workforce decisions.

Qualifications & Experience

• MBA / PGDM in Human Resources or equivalent.
• 5-7 years of progressive HR experience, with at least 5 years in a leadership role.
• Proven experience in HR transformation and strategic HR leadership.
• Strong knowledge of labor laws and statutory compliance.
• Experience in building scalable HR systems in growing organizations.

Key Competencies

• Strategic Thinking & Business Acumen
• Change Management & Transformation Leadership
• Stakeholder Management
• Data-Driven Decision Making
• Strong Communication & Influencing Skills
• High Emotional Intelligence