Head - HR BSBU/ISBU/Corporate - Job Responsibilities - 1. Strategic HR Partnership Act as the HR leader for a business unit or entire organisation. Partner with business heads to translate business strategy into a people strategy. Support organisation design, workforce planning, and change management. Provide data-driven insights for leadership decision-making. 2. Talent Strategy & Workforce Planning Forecast workforce needs based on business growth, attrition, and skill requirements. Lead talent acquisition planning with TA teams. Ensure a strong internal talent pipeline for leadership and critical roles. 3. Performance Management & Capability Building Drive goal setting, KPI alignment, and OKR implementation. Facilitate annual and mid-year performance review cycles. Identify capability gaps and create targeted learning and development plans. Coach managers on performance conversations and team development. 4. Leadership Development & Succession Planning Identify high-potential talent and build succession plans for key roles. Drive leadership development programs in collaboration with L&D. Provide coaching to senior and mid-level managers. 5. Employee Experience & Engagement Build a strong engagement framework across the business. Conduct engagement surveys and drive action planning. Strengthen organisational culture and employee communication. Improve retention through proactive interventions. 6. HR Policies, Governance & Compliance Implement and interpret HR policies consistently across the organisation. Ensure compliance with legal and regulatory requirements. Act as the custodian of HR governance and ethical conduct within the business units. 7. Compensation, Rewards & Recognition Partner with C&B team for salary planning, compensation reviews, and incentive programs. Conduct benchmarking and internal parity reviews. Manage rewards & recognition programs aligned with business goals. 8. Business Advisory & Change Management Lead HR aspects of major transformations (digitalisation, restructuring, mergers, new initiatives). Drive communication and stakeholder alignment during change. Manage organisational transitions with minimal business disruption. 9. HR Analytics & Reporting Use people analytics to identify trends related to attrition, productivity, performance, and engagement. Provide dashboards and strategic insights to business leaders. Drive data-driven decision-making within HR and business teams. 10. Team Leadership & HR Operations Oversight Lead a team of HRBPs and HR executives. Ensure smooth execution of HR operations, onboarding, exit, and lifecycle activities. Create a culture of continuous improvement within the HR team.
