Head Corporate HR

Role Overview

The position holder will be responsible for building and operating the HR systems, policies, processes, technology,analytics, shared services and governance required to support a growing organization. The role will also ownenterprise Learning & Development infrastructure and the performance appraisal process for the entire Leadership Team. This is an enterprise HR infrastructure leadership role, with the primary mandate to build a scalable,efficient, technology-enabled and data-driven HR function.

Key Responsibilities

A. Corporate HR Strategy, Policies & Governance

• Develop, maintain and periodically review corporate HR policies and standardized processes.

• Establish appropriate HR governance, controls and accountability across the organization.

• Benchmark HR practices and advise the Leadership Team on relevant developments.

• Own HR compliance and statutory requirements.

B. HR Operations & Shared Services

• Own HR Operations and Shared Services for the organization.

• Establish clear SLAs, workflows and accountability for employee-facing HR services.

• Improve efficiency, accuracy and employee experience across the employee lifecycle.

• Drive standardization and continuous improvement of HR processes.

C. HR Automation & Technology

• Own the HR automation roadmap and prioritize high-impact process improvements.

• Automate repetitive and manual HR processes and improve HR technology utilization.

• Identify opportunities for AI and technology-led improvements in HR.

• Ensure HR systems have appropriate controls, integration and data integrity.

D. HR Analytics & MIS

• Develop a comprehensive HR Analytics framework and a reliable single source of truth for people data.

• Build dashboards covering manpower, hiring, attrition, productivity, compensation, performance and other key metrics.

• Provide the CFO and Leadership Team with actionable people analytics.

• Develop predictive analytics for attrition, manpower requirements and talent risks where appropriate.

E. Performance Management

• Own the organization-wide Performance Management framework and annual appraisal process.

• Ensure effective implementation of BSC / KPIs and performance goals.

• Own the performance appraisal process for the entire Leadership Team.

• Coordinate leadership performance reviews with the CEO, CFO, CBO and relevant business leaders.

• Ensure consistency, objectivity and appropriate documentation of performance evaluations.

F. Learning & Development Infrastructure

• Own the enterprise L&D framework, processes and learning technology.

• Conduct competency and capability assessments and identify organization-wide capability gaps.

• Develop leadership and functional development programs.

• Provide the scalable content, LMS, assessments, certification and learning analytics required by Business HR.

• Measure effectiveness and ROI of L&D interventions.

G. Rewards, Recognition & HR Frameworks

• Develop and administer organization-wide Rewards & Recognition frameworks.

• Establish compensation and benefits processes in partnership with the CFO.

• Ensure internal consistency and appropriate market benchmarking.

• Provide the frameworks within which Business HR can implement targeted retention interventions.

H. HR Risk, Controls & Audit

• Identify and mitigate people-related operational, policy and compliance risks.

• Maintain appropriate HR documentation and records.

• Establish HR audit mechanisms and ensure timely closure of identified gaps.

Key Success Metrics

• HR cost and productivity

• HR process automation and digitization

• HR Shared Services SLA adherence and turnaround times

• HR data accuracy and reporting quality

• Employee lifecycle process efficiency

• HR compliance and audit performance

• Timely and effective completion of organization-wide appraisal cycles

• Quality and governance of Leadership Team performance appraisals

• L&D effectiveness, utilization and measurable capability outcomes

• Employee experience with HR Operations

• Reduction in manual HR processes and avoidable HR errors

Key Skills

• Strong experience in HR process design, automation and HR technology.

• Strong understanding of HR Analytics, MIS and data-driven decision making.

• Experience managing HR Shared Services / HR Operations.

• Strong understanding of Performance Management and L&D.

• Experience developing and implementing HR policies, governance and controls.

• Strong financial orientation and comfort working with the CFO and senior leadership.

Experience & Education

• 12+ years of HR experience with significant experience in Corporate HR, HR Operations and HR

transformation.

• Experience of scaling organizations and building HR infrastructure.

• Preferred industry background: IT/ITES, Media, Telecom, Hospitality or Service industries.

• Excellent academic record and a degree in HR from a reputed management institute.