1. Talent Acquisition & Workforce Planning
- Lead manpower planning and budgeting aligned with business goals
- Partner with leadership to define JDs, org structures, and hiring strategies
- Ensure quick turnaround time (TAT) in hiring approvals and closures
- Maintain internal parity in grading, compensation, and experience
2. Performance Management
- Drive goal cascading, SMART KRA setting, and performance cycles
- Ensure timely completion of reviews via dashboards and governance
- Partner with business leaders on calibration and normalization
- Manage performance discussions, escalations, and exception approvals with CXOs
- Design and implement fair promotion and role-change frameworks
3. Talent Management & Development
- Identify high-potential talent and build succession pipelines
- Drive internal talent mobility across functions
- Partner with COEs to execute targeted L&D initiatives (functional & behavioral)
4. Employee Engagement & Experience
- Drive employee connect forums (FGDs, surveys) and action planning
- Ensure quick resolution of employee queries (policies, systems, benefits)
- Enhance employee experience through continuous improvements
5. Exit & Retention Management
- Conduct exit interviews to identify trends and improvement areas
- Manage retention discussions for critical talent
- Handle sensitive exits including PIP closures in collaboration with managers
6. HR Operations, Data & Analytics
- Ensure accuracy of employee data across HR systems (OneHR, Metis)
- Provide insights on attrition, hiring, talent, and workforce trends
- Support data-driven decision-making for leadership
7. Stakeholder & Project Management
- Partner closely with Business Team to coordinate and execute improvement projects.
- Lead and support corporate-level HR projects and transformations
