Key Responsibilities
Workforce Planning and Talent
- Translate business plans into workforce requirements; own hiring, pipeline, and source strategy for the Delivery Centre.
- Build succession frameworks for key roles and leadership layers; keep the bench current.
- Manage cost-per-hire and quality-of-hire as business metrics, not just HR metrics.
- Own employer brand positioning for the India GDC in coordination with the Group CHRO.
Organisation Development and Performance
- Lead OD work: role design, job evaluation, structure changes, and capability mapping.
- Own the performance cycle from goal-setting through calibration, pay linkage, and feedback, including the Executive Committee.
- Identify and develop high-potential talent through structured IDPs and succession planning.
- Run organisational health diagnostics and follow through on what they surface.
Learning, Leadership, and Culture
- Lead the L&D function: assess needs, design or commission programs, track outcomes.
- Build capability for first-time managers and senior leaders through structured programs, not one-off sessions.
- Own engagement and ESAT; design feedback mechanisms that produce usable data, not just scores.
- Maintain cultural coherence between the India Delivery Centre and the broader TASC Group.
HR Technology and Process
- Own the HRIS for the India Delivery Centre; lead or support SAP SuccessFactors modules including Onboarding, Performance, LMS, and Separation.
- Work with the Group CHRO and CTO on HR's contribution to the AI-first agenda; identify where automation reduces risk and improves speed.
- Build workforce dashboards that give leadership the information they need to make decisions, not just reports.
Employee Relations and Compliance
- Manage employee relations across the full lifecycle; be the first point of escalation for complex matters.
- Ensure the centre is fully compliant with applicable labour law and statutory requirements.
- Own POSH governance and grievance frameworks; work with Risk and Compliance where required.
Budget and Accountability
- Manage the HR and manpower budget for the Delivery Centre; own headcount cost as a leadership responsibility, not an administrative one.
- Provide leadership with workforce cost data and scenario plans to support growth decisions.
What We're Looking For
Beyond the resume, we are looking for a specific kind of person:
- Significant HR experience, with time spent leading HR independently in a GCC, shared services centre, or outsourcing operation. Not as part of a large central team.
- Hands-on experience with HRIS implementation and administration. SAP SuccessFactors or Workday preferred.
- Commercially grounded. Comfortable discussing workforce cost, headcount ROI, and manpower planning with finance leadership.
- Exposure to multi-geography or cross-border workforce contexts. Middle East experience is useful.
- POSH certified. Additional certifications in instructional design, LTIP, or HR technology are a plus.
- Uses AI tools as part of regular work practice. This is expected, not exceptional.
- Able to operate at the level of strategy and also follow through on execution without losing either.
