Vice President - Human Resources - Food/Hospitality/Tourism/Manufacturing/Consumer Electronics

• Need candidate from these industries only - Food, Hospitality, Tourism, Manufacturing, Consumer Electronics, Business Services
• 12-18 years of progressive HR experience with proven enterprise or group-level HR leadership exposure.
• MBA in Human Resources or equivalent qualification (mandatory).
• Demonstrated ownership of group-level HR strategy aligned to business growth and expansion.
• Hands-on organization building experience across multiple business units, verticals, or geographies.
• End-to-end leadership of recruitment strategy covering leadership, critical roles, and high-volume hiring.
• Personal accountability for recruitment KPIs including hiring TAT, offer-to-join ratio (~85%+), and quality of hire.
• Direct advisory partnership with senior leadership on org design, manpower planning, and capability building.
• Full ownership of HR policies, employee lifecycle processes, and statutory compliance.
• Proven leadership in building, mentoring, and scaling HR teams and managing recruitment vendors with SLA control.

Description:

Position Summary:

• This role goes beyond recruitment and focuses on people strategy, workforce planning, HR systems, Talent Acquisition, performance management, culture building, compliance, and leadership and organisational development, while still owning end-to-end talent acquisition for all group companies.
• The role requires a hands-on leader who can operate at both strategy and execution levels in a fast-growing, multi-business environment.

Key Responsibilities:

HR Strategy, Operation & Organization Building:

• Design and implement a group-level HR strategy aligned with EBG's business expansion plans.
• Build scalable HR frameworks suitable for multiple business verticals and geographies.
• Act as a strategic advisor to leadership on organization design, manpower planning, and leadership capability.

Talent Acquisition & Workforce Planning:

• Own and lead end-to-end recruitment strategy for leadership, middle management, and critical roles.
• Translate business plans into annual and quarterly manpower plans.
• Oversee volume hiring, niche hiring, and leadership hiring across functions.
• Build strong talent pipelines for future growth.
• Ensure high hiring quality, speed, and cultural fit.

Key Metrics:

• Hiring TAT adherence
• Offer-to-Join Ratio (Target: 85%+)
• Quality of Hire & early attrition control

Recruitment Operations & Employer Branding:

• Strengthen sourcing through job portals, LinkedIn, V P-hunting, employee referrals, agencies, and social media.
• Establish as an employer brand in the market.
• Drive recruitment analytics, dashboards, and MIS reporting.
• Control recruitment costs and improve hiring efficiency.

HR Policies, Systems & Compliance:

Develop, implement, and regularly update:

• HR policies & employee handbook
• Hiring, onboarding, confirmation, exit, and disciplinary processes
• Ensure statutory compliance with labor laws and employment regulations.
• Act as custodian of HR documentation, audits, and legal compliance.
• Coordinate with legal and finance teams on employment-related matters.

Performance Management & Employee Lifecycle:

• Design and implement performance management systems (KPIs, OKRs, appraisals).
• Align individual goals with business objectives.
• Partner with Business Heads and leadership
• Oversee employee lifecycle management from onboarding to exit.
• Drive employee engagement, retention, and culture initiatives.

Leadership Development & Capability Building:

• Identify leadership and capability gaps across the organization.

Design training and development frameworks for:

• Leadership team
• Functional V Ps
• High-potential employees
• Support succession planning and internal talent development.

HR Team Leadership & Vendor Management:

• Build and lead a strong internal HR team (Recruitment, HR Ops, HRBP).
• Mentor HR managers and recruiters for performance excellence.
• Manage recruitment agencies, consultants, and vendors.
• Track vendor performance, SLAs, and cost effectiveness.

Key Skills & Competencies:

• Strong expertise in recruitment, HR strategy, and organization building
• Proven experience in high-volume and leadership hiring
• Ability to work in fast-paced, entrepreneurial environments
• Strong stakeholder management and leadership presence
• Excellent communication, negotiation, and decision-making skills
• High integrity, confidentiality, and execution rigor

• Educational & Experience Requirements:
• Qualification: MBA in Human Resources or equivalent
• Experience: 12-18 years of progressive HR experience

• Strong background in Recruitment + HR Leadership
• Experience in industries such as Food, Hospitality, Tourism, Manufacturing, Consumer Electronics, Business Services preferred
• Must have personally handled large-scale recruitments earlier in career