Vice President HR

Purpose The purpose of this position is to lead and manage the HR Business Partner (HRBP) function, aligning HR strategies with business objectives, fostering a high-performing culture, and ensuring the effective delivery of HR services. This role involves working closely with a team of HRBPs and business units to drive talent management, organizational development, and employee relations, ensuring that HR initiatives are integrated and effectively support the company’s growth and success. Education

• Bachelor’s or Master’s degree in Business Administration, Human Resources, or a related field. An HR certification from a recognized body such as SHRM or CIPD is preferred.

• Minimum of 12-15 years in HR, including a minimum of 5-10 years of experience in talent acquisition, HR business partnering, or related roles.

• Develop and implement strategic workforce planning to align with the organization’s long-term goals.
• Oversee HR budgeting, ensuring efficient allocation of resources across HR functions.

• Lead and optimize the talent acquisition process to attract top talent across all levels.
• Ensure alignment of compensation and benefits with market standards and organizational goals.

• Plan and execute campus recruitment drives to source high-potential candidates from leading educational institutions.
• Foster relationships with universities and colleges to build a strong talent pipeline.

• Design and manage the probation process to evaluate and ensure the successful integration of new employees.
• Provide guidance to managers on setting clear expectations and delivering constructive feedback during probation periods.

• Oversee the entire performance management cycle, including Annual Operating Plans, Objective Setting, Performance Reviews, Annual Performance Appraisals, and Performance Improvement Plans.
• Ensure that performance management processes are fair, transparent, and aligned with organizational objectives.

• Design and deploy employee engagement surveys, analyze results, and drive action planning to enhance employee satisfaction and retention.
• Develop and implement engagement strategies that promote a positive workplace culture.

• Lead succession planning and talent reviews for senior critical positions, ensuring a strong leadership pipeline.
• Partner with senior leadership to identify, assess, and develop talent for key roles.

• Implement robust potential assessment frameworks to identify high-potential employees and future leaders within the organization.
• Collaborate with leadership to design development plans for identified high-potential employees.

• Design and implement rotation and transfer plans to provide employees with diverse experiences and career development opportunities.
• Ensure that rotations and transfers align with organizational needs and employee development goals.

• Oversee the implementation of capability development plans to ensure employees have the skills and competencies needed to succeed.
• Monitor the effectiveness of capability programs and make adjustments as needed.

• Drive the implementation of programs that embed company values into everyday operations and behaviors.
• Ensure that values inculcation programs are integrated into all HR processes and employee touchpoints.

• Oversee the employee exit process, ensuring a smooth transition and gathering insights through exit interviews.
• Analyze exit data to identify trends and implement strategies to reduce turnover.

• Strategic HR leadership and alignment with business objectives.
• Strong leadership and team management abilities.
• Excellent communication and interpersonal skills.
• High emotional intelligence and relationship-building.
• Advanced analytical and problem-solving skills.
• Effective project management and multitasking.
• Skilled in negotiation and conflict resolution.
• Expertise in change management and organizational development.
• Flexibility and adaptability in a dynamic environment.
• Coaching and mentoring capabilities for HR professionals.

• Comprehensive understanding of HR principles, practices, and legal regulations.
• Expertise in talent acquisition, performance management, and employee development.
• Knowledge of compensation structures, benefits administration, and market benchmarking.
• Familiarity with employee relations, conflict resolution, and disciplinary procedures.
• Proficiency in organizational design, culture building, and change management.
• Skilled in using HR metrics and analytics for decision-making.
• Understanding of DE&I principles and fostering an inclusive workplace.
• Knowledge of adult learning principles and training program design.
• Experience with HRIS and HR technology platforms (e.g., Oracle Fusion).
• Expertise in employee engagement strategies and survey design.
• Insight into business goals, industry trends, and HR’s strategic role.
• Awareness of global HR trends and international talent management.
• Strong grasp of ethical HR practices and legal compliance.