Key Responsibilities
1. Strategic HR Leadership
- Develop and implement HR strategies aligned with the University's vision, mission, and objectives.
- Serve as a strategic advisor to the University leadership on workforce planning and organizational development.
- Lead HR transformation initiatives and continuous process improvement.
2. Talent Acquisition & Workforce Planning
- Oversee recruitment and selection processes for faculty, administrative, and support staff.
- Develop manpower planning strategies to meet current and future institutional needs.
- Ensure timely and quality hiring while maintaining diversity and inclusion standards.
3. Performance Management
- Design and administer performance appraisal systems.
- Develop Key Performance Indicators (KPIs) and performance review frameworks.
- Support leadership in managing employee performance and succession planning.
4. Employee Relations & Engagement
- Foster a positive work culture and employee engagement initiatives.
- Address employee grievances and disciplinary matters.
- Promote effective communication between management and employees.
5. Compensation & Benefits
- Develop and review compensation structures, benefits programs, and reward policies.
- Conduct salary benchmarking with higher education institutions and industry standards.
- Ensure internal equity and external competitiveness.
6. Learning & Development
- Identify training needs and develop faculty and staff development programs.
- Promote leadership development and succession planning initiatives.
- Coordinate orientation and induction programs for new employees.
7. Policy Development & Compliance
- Formulate and update HR policies, employee handbooks, and service regulations.
- Ensure compliance with labor laws, educational regulations, and statutory requirements.
- Manage audits related to HR and regulatory compliance.
8. HR Operations & HRIS
- Oversee employee records, HRMS, payroll coordination, and HR analytics.
- Generate workforce reports and HR dashboards for management review.
- Ensure confidentiality and accuracy of employee data.
9. Organizational Development
- Lead change management initiatives.
- Develop employee wellness and retention programs.
- Enhance organizational effectiveness and workplace culture.
Qualification
- Master's Degree in Human Resource Management, Personnel Management, MBA (HR), or equivalent.
- Additional certifications in HR, Labor Laws, or Organizational Development will be an advantage.
Experience
- Minimum 15–20 years of progressive HR experience.
- At least 5–10 years in a senior leadership role.
- Experience in higher education institutions, universities preferred.
Key Competencies
- Strategic HR Management
- Leadership and Team Management
- Talent Acquisition and Retention
- Performance Management Systems
- Employee Relations
- Compensation & Benefits Management
- Labor Law and Statutory Compliance
- Organizational Development
- Change Management
- HR Analytics and HRMS
