Lead | Corporate HR (Group HR) | Luxury Real Estate

Lead Corporate HR

Location: Bengaluru

Experience: 12 to 15 Years

Role Purpose

We are looking for a high-calibre Corporate HR professional who can partner closely with the Group CHRO in designing and institutionalizing best-in-class people practices across the organization.

This role is ideal for someone who enjoys building HR frameworks, policies, governance mechanisms, and strategic HR initiativesnot just executing day-to-day HR operations. The individual will act as a thought partner to the CHRO, translating business priorities into scalable HR systems and partnering with execution teams to ensure successful implementation.

Key Responsibilities

HR Strategy & Organization Development

• Partner with the Group CHRO in designing and executing the organization's People Strategy.
• Develop and drive the HR roadmap aligned with business growth objectives.
• Build scalable HR frameworks, governance models, and organization-wide people processes.
• Design organization structures, role architecture, delegation frameworks, and HR governance mechanisms.

HR Policies & Process Excellence

• Develop, review, and standardize HR policies across the employee lifecycle.
• Build robust frameworks for:
• Employee onboarding
• Confirmation process
• Performance management
• Employee movements
• Exit management
• HR governance
• Drive process standardization across business units.

Performance Management & Rewards

• Design and manage Performance Management Systems (PMS).
• Lead annual appraisal cycles.
• Develop compensation structures and salary benchmarking.
• Drive compensation reviews, increment planning, promotions, and long-term incentive programs including ESOPs where applicable.
• Partner with payroll to ensure governance and compliance.

HR Systems & Digital Transformation

• Work closely with the CHRO in defining the HR Technology roadmap.
• Evaluate HRMS platforms and external consulting partners.
• Lead implementation of HR automation and digitization initiatives.
• Improve employee experience through technology-enabled HR processes.

Employee Communication & Culture

• Design structured employee communication frameworks.
• Drive leadership communication initiatives, town halls, skip-level interactions, recognition platforms, and engagement programs.
• Develop annual employee communication calendars aligned with organizational objectives.

Project Management

• Lead cross-functional HR transformation projects.
• Create implementation plans with measurable milestones.
• Coordinate with internal stakeholders and external consultants to ensure timely delivery.

Talent Governance

• Support senior leadership hiring by providing market intelligence and organizational design inputs.
• Develop talent review and succession planning frameworks.
• Strengthen leadership capability through structured talent management processes.

Ideal Candidate Profile

We are looking for someone who:

• Has 12 to 15 years of Corporate HR experience in a professionally managed organization.
• Has hands-on experience in designing HR systems, policies, and enterprise-wide people processes.
• Thinks strategically and converts ideas into structured implementation roadmaps.
• Is capable of independently creating HR frameworks rather than waiting for instructions.
• Has successfully led HR transformation or HRMS implementation projects.
• Possesses strong expertise in:
• Compensation & Benefits
• Performance Management
• HR Policy Design
• Employee Lifecycle Management
• HR Governance
• HR Analytics
• Is comfortable working directly with CXOs and business leaders.
• Demonstrates excellent problem-solving, structured thinking, and project management skills.

Preferred Background

• Experience in Real Estate, Technology, Product, Engineering Services, IT, GCC, or professionally managed organizations.
• Candidates from product companies or organizations known for mature HR practices will be preferred.
• Experience working with external HR consulting firms or leading HR transformation initiatives will be an added advantage.
• Exposure to ESOP design, organization restructuring, HR digitization, and change management is highly desirable.

What We Are Not Looking For

• Traditional HRBP profiles focused primarily on employee relations.
• Candidates whose experience is predominantly operational or transactional HR.
• HR professionals with limited exposure to policy formulation, organization design, or strategic HR initiatives.
• Pure recruitment or HR operations specialists.