1. Employee Lifecycle Management — Operations • Design, develop, and execute cross-functional programs and employee engagement initiatives to improve performance and reduce attrition. • Drive engagement-survey impact planning sessions at country level and track action planning for enhanced employee satisfaction. • Manage the complete recruitment cycle, from sourcing to offer, as per the defined talent acquisition process and approved SLAs, for levels delegated to countries. • Conduct onboarding of new joiners and smooth induction at country level. • Ensure effective utilisation of the HR budget and implement measures to drive cost optimisation.
2. Talent Management and Learning & Development • Goal setting: KRA communication for all employees, ensuring timely KRA creation for new joiners. • Facilitate and drive compliance in the country performance management cycle — appraisal completion (mid-year and annual), probation completion for supervisors. • Ensure effective Performance Improvement Plan creation and follow-up while working with managers. • Participate in rolling out talent management initiatives. • Sensitise employees on L&D processes, calendar, and offerings through constant communication. • Capture country training needs and drive training compliance.
3. Business Partnering & Communication • Understand the business environment and country-level business priorities to provide effective HR and administrative support to leadership teams. • Interpret and implement HR policies to bring uniformity to all people practices. • Inculcate discipline and code of conduct by reinforcing workplace ethics and value systems. • Plan communication initiatives with leadership teams at country and corporate level to ensure consistency, openness, and transparency. • Coordinate special projects as directed, including employee survey and feedback processes. • Design and implement country-specific Rewards & Recognition programs and facilitate deployment and review of national R&R programs for sustainability, effectiveness, and relevance.
4. Statutory Compliance & Industrial Relations • Ensure 100% HRMS data accuracy. • Manage outsourced associates end to end (recruitment of vacant positions, attendance, monthly payroll, compliance, etc.). • Ensure all statutory compliances are adhered to as per the laws of the land. • Maintain cordial relations with relevant workforce unions (where applicable) to ensure smooth and uninterrupted operations. 

Education: • MBA or equivalent in Human Resources.

• Key Performance Indicators • Recruitment cycle delivered within approved SLAs; vacancies filled on time. • Attrition rate and employee engagement outcomes against country targets. • Appraisal completion (mid-year and annual) and probation completion for supervisors; timely KRA creation for new joiners. • 100% HRMS data accuracy. • Full statutory compliance with labour laws; outsourced associate payroll and compliance managed without exception. • HR budget utilisation and cost-optimisation measures delivered. Knowledge Required • Statutory compliance. • Labour laws. • Employee lifecycle management activities.
• Skills / Competencies • Stakeholder management; people management; effective coordination; impactful communication; interviewing skills; customer orientation.
• Relevant Experience • Combination of relevant education and HR experience of 8–10 years. • Strong background in HR policy and practice; experience in employee relations and legal compliance preferred.  Environment • End-to-end HR responsibility for 150–200+ employees (including supervisors) plus outsourced associates. • Distributed workforce, making employee engagement a standing challenge. • Union management where applicable.
• Additional Key Decisions • No approval required: expenses relating to HR, employee engagement and R&R within the approved budget. • Escalation where not authorised: Country Head for country-level expenses; relevant corporate HR authority for national initiatives on employee engagement, R&R, etc.