Assistant Vice President - People and Culture

KeyResponsibilities:

HRBusinessPartnering:

.Betheday-to-dayHRpointofcontactfordepartmentheads-understandteamstructure,morale,andpeopleatriskineachfunction.

.Advisemanagersonperformanceissues,teamrestructuring,androlechangesbeforetheybecomeescalations,coachingthemthroughdifficultconversations.

.Bringapeople-risklenstobusinessreviews:attritionsignals,engagementdips,orcapabilitygapsinateam,flaggedproactivelyratherthanafterthefact.

TalentManagement&Appraisals:

.Designandruntheannualappraisalcycleend-to-end-timelines,managercalibration,documentation,andcommunicationandcollectemployeefeedback.

.BuildaredesignationandpromotionframeworkincoordinationwithdepartmentheadsandtheCEO'sOffice.

.Ownsuccessionandinternalmobilityconversationsforcriticalroles.

.Setclear,measurableindividualandteamgoalseachcycleandtrackprogressagainstthemthrough1:1sandreviews.

.Actastheescalationpointforemployeegrievancesandinterpersonalissues.

EmployeeBenefits:

.Convertexistingemployeebenefitspolicyintoactionable,deliveredprograms-healthinsuranceimprovements,taxsavinginitiatives,leavepolicies,perks-includingvendorcoordinationandemployeecommunication.

.Trackutilizationandcostofbenefitsprogramsandrecommendadjustments.

EmployeePulse&Engagement:

.Runregularpulsechecks/engagementsurveysacrosstheorganization(aneedexplicitlyraisedbyleadership)andtranslatefindingsintoactionplanswithclearowners.

.PartnerwithMarketing&Communicationsforinternalpolicycommunicationswhererelevant.

.OwnstatutoryHRcomplianceend-to-end:PF,ESI,gratuity,POSH,labourlawfilings,andanystate-specificregistrationsacrossBHIVE'soperatinglocations.

.KeepHRpoliciescurrentwithregulatorychangesandensureconsistentapplicationacrossteams.

TalentAcquisitionOversight:

.Provideoversightofthetalentacquisitionteam-hiringplans,pipelinehealth,requisitiontracking,andofferturnaroundtimes.

.SetandmonitorTAmetrics(time-to-fill,offer-acceptancerate,sourcemix)andreporttheseupwardonaregularcadence.

Requirements:

.10-14yearsinHR,withgeneralistexperiencespanningcompliance,talentacquisition,andtalentmanagement-priortoteam-leadorHRmanager-levelownershipratherthanpurespecialistexperienceinonearea.

.Demonstratedhands-ondeliveryofstatutorycompliance(PF/ESI/POSH/labourlaw)inanIndianmulti-locationsetup.

.Experiencerunningorcloselysupportingafullappraisal/performancecycle.

.Comfortableoverseeing(notnecessarilyexecuting)atalentacquisitionfunction-pipelinereviews,hiringmanagercoordination,metrics.

.Strongstakeholdermanagement-thisrolesitsclosetotheCEO'sOfficeandwillcoordinateacrossFinance,Sales,Projects,andExternalRelationsleads.

.Nicetohave:experienceinco-working,realestate,orafast-growingservicesbusinessexposuretoHRMS/payrolltools(e.g.,Keka,givenBHIVE'scurrentHRsystem).

Collaborationandcommunication:Proactivemonitoringandcollaborationwithteammembersandinternaldepartmentsarenecessarytoguaranteeseamlessoperationsatthecentre.

HowtheroleInteractwithotherteamsorIndividuals:Ensureeffectivecommunicationandcoordinationbetweendifferentcrossfunctionalteamstoalignthepeopleandculturefunctionwithoverallbusinessgoals.

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