JOB DESCRIPTION

Designation: Associate Vice President – HR

Function: Human Resources

Location: New Delhi

POSITION SUMMARY

We are looking for an accomplished and strategic Associate Vice President – Human Resources to lead the organisation's people agenda and drive HR strategy in alignment with business objectives.

The role will be responsible for building a high-performance culture, strengthening employee engagement, developing talent and leadership capabilities, driving HR digital transformation, ensuring robust governance and statutory compliance, and providing strategic HR business partnering to senior leadership.

The ideal candidate should have 16+ years of progressive HR leadership experience, with strong exposure across HR Business Partnering, Talent Management, Performance Management, Employee Engagement, HR Operations, Talent Acquisition, Compensation & Benefits, Employee Relations, HR Technology, People Analytics, POSH and HR Governance. Both domestic and international market exposure is a must.

KEY RESPONSIBILITIES

1. People Strategy & Business Partnership

Develop and execute the organisation's people strategy in alignment with business goals and long-term growth plans.
Partner with CXOs, business heads and functional leaders on workforce strategy, organisation design and people-related business decisions.
Translate business priorities into actionable HR initiatives and measurable people outcomes.
Act as a strategic advisor to leadership on organisational effectiveness, workforce planning and employee-related matters.
Drive HR transformation initiatives to support business growth, scalability and organisational agility.

2. Performance, Engagement & Culture

Own the organisation-wide performance management framework, including goal setting, reviews, calibration and performance improvement plans.
Develop initiatives to build a high-performance, inclusive and employee-centric culture.
Drive employee engagement surveys, analyse insights and implement action plans.
Monitor employee sentiment, retention trends and key engagement metrics.
Strengthen communication, recognition and employee experience initiatives across the organisation.

3. HR Technology, Analytics & Change Management

Lead implementation and optimisation of HR technology platforms, HRIS and digital HR solutions.
Drive automation and digitisation of HR processes to improve efficiency and employee experience.
Develop and utilise People Analytics, dashboards and HR metrics for data-driven decision-making.
Leverage workforce data to identify trends related to attrition, productivity, engagement, talent and manpower costs.
Lead change-management initiatives associated with organisational restructuring, HR transformation, technology implementation and business expansion.

4. Governance, POSH & Compliance

Establish robust HR governance frameworks, policies, processes and controls.
Ensure compliance with applicable labour laws, statutory requirements and organisational policies.
Drive POSH governance, awareness, prevention initiatives and investigation processes in accordance with applicable regulations.
Partner with internal stakeholders and legal teams on employee investigations and sensitive employee-relations matters.

5. Business Partnering – Performance Management & Employee Engagement

Provide strategic HRBP support to designated business units and leadership teams.
Identify people-related challenges and develop solutions aligned with business requirements.
Drive performance improvement, talent reviews, succession planning and employee engagement initiatives.
Support managers in handling employee relations, performance and organisational matters.
Act as a trusted advisor to business leaders on people and culture-related decisions.

6. HR Operations, Payroll & Statutory Compliance

Provide strategic oversight of HR operations, payroll, employee lifecycle management and HR shared services.
Ensure accuracy, timeliness and governance of payroll and employee benefits administration.
Monitor statutory compliance, labour law requirements and HR documentation.
Establish effective HR processes and controls across employee lifecycle activities.
Drive continuous improvement and automation within HR operations.

7. HR Digital Transformation & People Analytics

Develop and execute the HR digital transformation roadmap.
Identify opportunities to automate and simplify HR processes through technology.
Establish meaningful HR dashboards and analytics for leadership decision-making.
Track metrics including attrition, hiring, productivity, engagement, absenteeism, manpower cost and workforce demographics.
Build a data-driven HR culture across the organisation.

8. Talent Strategy & Organisational Development

Develop comprehensive talent strategies covering attraction, development, retention and succession.
Lead talent reviews and identify critical roles and high-potential employees.
Drive organisational development and organisation-effectiveness initiatives.
Develop succession plans for key leadership and business-critical positions.
Support workforce planning and future capability requirements.

9. Talent Acquisition & Large-Scale Project Hiring

Provide strategic direction to the Talent Acquisition function.
Develop workforce and hiring strategies aligned with business growth plans.
Lead large-scale and critical hiring programmes for business expansion, new projects and strategic functions.
Strengthen employer branding, sourcing strategy and recruitment processes.
Build leadership and critical talent pipelines while ensuring quality, diversity and speed of hiring.

10. HR Advisory & Business Partnering

Provide senior-level HR advisory support to business and functional leadership.
Guide leaders on employee relations, performance, talent, compensation and organisational matters.
Support leadership teams during organisational restructuring, workforce transitions and business transformation.
Drive consistent implementation of HR policies and people practices across business units.
Build strong relationships with internal stakeholders and establish HR as a strategic business function.

11. Talent Development & Leadership Programmes

Develop and implement leadership development and capability-building programmes.
Establish learning frameworks for leadership, managerial and critical functional capabilities.
Identify future leaders and create structured development plans.
Drive high-potential and succession development programmes.
Evaluate learning effectiveness and link development initiatives with business outcomes.

12. Compliance, POSH Governance & Investigations

Ensure strong governance around employee relations, workplace conduct and HR policies.
Oversee POSH compliance, awareness programmes, committee governance and case-management processes.
Manage sensitive employee investigations with confidentiality, fairness and appropriate documentation.
Partner with legal and senior leadership on complex employee-relations matters.
Develop preventive mechanisms to strengthen workplace ethics, conduct and compliance.

13. Compensation, Benefits & Performance Management

Develop and review compensation and benefits strategies aligned with business requirements and market practices.
Lead annual compensation reviews, salary benchmarking and incentive programmes.
Ensure internal equity and competitiveness of compensation structures.
Partner with leadership on performance-linked compensation and rewards.
Drive performance management frameworks that establish clear accountability and recognise high performance.

KEY DELIVERABLES

Alignment of HR strategy with overall business strategy and growth objectives.
Strong employee engagement, retention and organisational culture.
Effective performance management and talent-review processes.
Robust leadership pipeline and succession planning.
Scalable talent acquisition strategy and successful large-scale hiring.
Digitised and data-driven HR processes.
Strong HR governance, POSH and statutory compliance.
Effective compensation, benefits and rewards framework.
Improved HR operational efficiency and employee experience.
Successful execution of organisational transformation and change initiatives.

CANDIDATE PROFILE

MBA/PGDM in Human Resources / Human Resource Management from a reputed institution.
16+ years of progressive experience in Human Resources, preferably with significant experience in senior HR leadership/business partnering roles. Both domestic and international market exposure is a must.
Strong experience in strategic HR, HRBP, talent management, performance management and organisational development.
Demonstrated exposure to HR digital transformation, HR technology and people analytics.
Experience managing complex employee relations, POSH, investigations and statutory compliance.
Exposure to large-scale talent acquisition and project-based hiring.
Experience partnering with CXO-level stakeholders and business leadership.

CORE COMPETENCIES

Strategic HR Leadership
HR Business Partnering
People & Workforce Strategy
Talent Management
Organisation Development
Performance Management
Employee Engagement & Culture
Leadership Development
Talent Acquisition
Compensation & Benefits
HR Operations & Payroll
HR Technology & Digital Transformation
People Analytics
Employee Relations
POSH & HR Governance
Labour Law & Statutory Compliance
Change Management
Stakeholder & Leadership Management
HR Transformation

SUCCESS PROFILE

The successful candidate will be a strategic, data-driven and business-oriented HR leader capable of balancing organisational growth with employee experience, governance and culture. The individual should demonstrate strong stakeholder-management capabilities, commercial understanding, people leadership and the ability to translate business priorities into scalable HR strategies and measurable outcomes.

Associate Vice President Human Resources