Head - Corporate HR/People Operations & Analytics

Enterprise HR Infrastructure Leader

Role Purpose:

The Enterprise HR Infrastructure Leader will be responsible for building and managing a scalable, technology-enabled and data-driven HR function. The role will lead HR policies, processes, technology, analytics, shared services, governance, Learning & Development infrastructure and organization-wide performance management.

Key Responsibilities:

1. HR Strategy, Policies & Governance:

• Develop and standardize HR policies, processes and governance frameworks.
• Ensure HR compliance, statutory requirements and effective HR controls.
• Benchmark HR practices and drive continuous improvement.

2. HR Operations & Shared Services:

• Own HR Operations and Shared Services, ensuring defined SLAs and efficient employee services.
• Standardize employee lifecycle processes and improve employee experience.
• Drive process efficiency and reduce manual HR activities and errors.

3. HR Technology & Automation:

• Own the HR technology and automation roadmap.
• Drive digitization and automation of HR processes and improve HRIS utilization.
• Identify opportunities for AI and technology-led HR improvements while ensuring data integrity and system controls.

4. HR Analytics & MIS:

• Build a reliable HR data and analytics framework.
• Develop dashboards covering manpower, hiring, attrition, compensation, productivity and performance.
• Provide actionable people analytics and insights to the CFO and Leadership Team.

5. Performance Management:

• Own the organization-wide performance management and appraisal framework.
• Drive effective implementation of BSC/KPIs and performance goals.
• Own and coordinate performance reviews for the Leadership Team in partnership with the CEO, CFO, CBO and Business Leaders.

6. Learning & Development:

• Own the enterprise L&D framework, processes and learning technology.
• Identify organization-wide capability gaps and develop leadership/functional development programs.
• Establish LMS, learning content, assessments and learning analytics to support Business HR.

7. Rewards, Compliance & HR Controls:

• Develop organization-wide Rewards & Recognition frameworks and compensation processes in partnership with the CFO.
• Ensure appropriate market benchmarking and internal consistency.
• Establish HR audit mechanisms, documentation and risk-control processes.

Key Success Metrics:

• HR process automation and digitization
• HR Operations SLA and process efficiency
• HR data accuracy and analytics quality
• HR compliance and audit effectiveness
• Successful completion of organization-wide appraisal cycles
• Quality and governance of Leadership Team performance reviews
• L&D utilization and measurable capability outcomes
• Reduction in manual processes and HR errors
• Employee experience with HR Operations