Job Title: Deputy Director – HR ( HRBP)
Location
Dehradun
Reporting To
Director – Human Resources / CHRO
Role Summary
The Deputy Director – HR (HRBP) serves as a strategic HR leader and trusted advisor to senior academic and administrative leadership. The role is responsible for aligning people strategies with institutional objectives, driving organizational effectiveness, talent management, workforce planning, employee engagement, performance management, leadership development, and change management initiatives across assigned schools, departments, and functions.
As a key member of the HR leadership team, the incumbent will partner with Deans, Directors, Functional Heads, and senior stakeholders to build a high-performance culture, strengthen leadership capability, and ensure effective implementation of HR programs, policies, and people practices that support organizational growth and excellence.
Key Responsibilities
Strategic HR Leadership & Business Partnership
- Serve as the primary HR partner to academic and functional leadership teams.
- Collaborate with senior stakeholders to understand strategic priorities and translate them into people strategies and workforce plans.
- Provide expert guidance on organizational design, restructuring, workforce optimization, succession planning, and talent management.
- Drive HR initiatives that support institutional growth, transformation, and operational excellence.
- Act as a trusted advisor to leadership on employee, organizational, and culture-related matters.
Talent Management & Succession Planning
- Lead talent review and succession planning processes for critical roles and leadership positions.
- Partner with Talent Acquisition teams to support strategic hiring and workforce planning initiatives.
- Identify high-potential talent and develop retention and career progression strategies.
- Drive leadership development and talent acceleration programs across the organization.
- Support capability-building initiatives aligned with future organizational needs.
Performance Management
- Lead the performance management framework, ensuring alignment between individual goals and organizational objectives.
- Partner with leaders to drive a culture of accountability, continuous feedback, and performance excellence.
- Coach managers on performance improvement, employee development, and career planning.
- Ensure consistency, fairness, and effectiveness in performance evaluation processes.
Employee Engagement, Culture & Change Management
- Design and implement employee engagement strategies to enhance employee experience and organizational commitment.
- Partner with leadership teams to foster an inclusive, collaborative, and high-performance culture.
- Analyze engagement survey results and drive action plans to improve employee satisfaction and retention.
- Lead change management initiatives associated with organizational transformation and growth.
- Champion organizational values and culture-building initiatives.
Employee Relations & Governance
- Provide strategic guidance on employee relations matters, conflict resolution, disciplinary actions, and grievance management.
- Conduct or oversee investigations related to workplace concerns and recommend appropriate resolutions.
- Promote a positive employee relations environment through proactive interventions and stakeholder engagement.
Learning, Leadership Development & Organizational Effectiveness
- Partner with Learning & Development teams to identify capability gaps and learning priorities.
- Drive leadership development, coaching, mentoring, and organizational effectiveness initiatives.
- Support organizational development interventions aimed at improving productivity, collaboration, and employee effectiveness.
- Facilitate workforce readiness and change adoption programs.
HR Operations, Policy & Compliance
- Ensure effective implementation of HR policies, procedures, and employee lifecycle processes.
- Partner with HR Operations teams to deliver seamless employee experiences across onboarding, development, and retention.
- Support policy reviews, audits, compliance initiatives, and governance requirements.
- Ensure adherence to statutory and regulatory requirements.
HR Analytics & Strategic Reporting
- Analyze workforce metrics including attrition, retention, engagement, productivity, diversity, and talent trends.
- Develop dashboards and strategic reports for leadership review and decision-making.
- Utilize data-driven insights to recommend interventions that improve organizational effectiveness and employee outcomes.
- Monitor key HR metrics and drive continuous improvement initiatives.
Desired Candidate Profile
Educational Qualification
- MBA/PGDM in Human Resources, Organizational Development, or equivalent master’s degree.
- Additional certifications in HR Business Partnering, Organizational Development, Talent Management, Leadership Coaching, or Change Management will be an advantage.
Experience
- 12–18 years of progressive Human Resources experience, including significant experience in HR Business Partnering and strategic HR leadership roles.
- Proven experience partnering with senior leadership teams and managing complex people-related initiatives.
- Experience in Higher Education Institutions, Universities, EdTech organizations, Consulting firms, Professional Services, or large knowledge-based organizations is preferred.
- Demonstrated success in driving organizational transformation, talent management, and employee engagement initiatives.
Core Competencies
- Strategic HR Business Partnering
- Organizational Development
- Talent Management & Succession Planning
- Workforce Planning
- Leadership Development
- Employee Relations
- Performance Management
- Change Management
- Employee Engagement & Culture Building
- Organizational Design
- HR Governance & Compliance
- Stakeholder Management
- HR Analytics & Workforce Insights
- Coaching & Influencing Skills
Behavioural Competencies
- Strong strategic thinking and business acumen.
- Exceptional stakeholder management and influencing capabilities.
- Strong leadership presence with the ability to engage senior executives and academic leaders.
- High emotional intelligence and relationship-building skills.
- Excellent problem-solving and decision-making abilities.
- Ability to manage sensitive and confidential matters with discretion.
- Strong communication, facilitation, and presentation skills.
Key Performance Indicators (KPIs)
- Employee Engagement and Experience Scores
- Attrition, Retention, and Talent Stability Metrics
- Leadership and Stakeholder Satisfaction
- Succession Planning and Leadership Pipeline Readiness
- Performance Management Effectiveness
- Employee Relations Resolution and Compliance Metrics
- Organizational Development and Change Management Outcomes
- Workforce Productivity and Capability Enhancement
- HR Policy Compliance and Governance Effectiveness
- Strategic HR Initiative Delivery and Business Impact
