Job Description:

Role Purpose
The Head – HR will be responsible for building, strengthening, and scaling the organization’s human capital by driving robust HR strategies, operational excellence, and a high- performance culture. This role will act as a strategic business partner to leadership and key stakeholders, ensuring alignment between people practices and business objectives.

Key Responsibilities

- Strategic HR Leadership & Stakeholder Management
- Act as a trusted advisor to the CEO, leadership team, and business heads on all people-related matters.
- Partner with internal stakeholders to understand business priorities and translate them into effective HR strategies.
- Drive alignment between organizational goals, workforce planning, and HR initiatives.
- Facilitate leadership discussions on talent, succession planning, organizational structure, and capability building.
- Manage external stakeholders including consultants, vendors, auditors, and regulatory bodies.

2. Performance Management & Productivity Mapping

- Design, implement, and institutionalize a robust Performance Management System (PMS) aligned with business goals.
- Drive goal setting through KRAs / KPIs, periodic reviews, and performance calibration across levels.
- Lead productivity mapping initiatives to assess role clarity, workforce efficiency, and output vs. input metrics.
- Analyze performance data to identify gaps, high performers, and improvement opportunities.
- Enable managers with tools, dashboards, and frameworks to manage performance effectively.

3. Employee Engagement & Culture Building

- Develop and execute employee engagement strategies to enhance motivation,retention, and organizational commitment.
- Drive initiatives such as skip-level meetings,



leadership connects, townhalls, and feedback forums.
- Foster a culture of accountability, collaboration, and continuous improvement.
- Implement employee listening mechanisms including surveys, pulse checks, and exit interviews, and ensure action planning.
- Champion diversity, inclusion, and employee wellbeing initiatives.

4. HR Operations Excellence

- Oversee end-to-end HR operations including onboarding, employee lifecycle management, attendance, leave, payroll coordination, and exits.
- Ensure HR policies, SOPs, and processes are well-defined, compliant, and consistently implemented.
- Drive process standardization, simplification, and continuous improvement across HR operations.
- Ensure statutory compliance with all applicable labor laws and regulations.
- Lead audits, documentation, and risk mitigation related to HR processes.

5. HRMS & Digital Enablement

- Lead implementation, optimization, and adoption of HRMS platforms across the employee lifecycle.
- Ensure accurate data management, MIS reporting, dashboards, and analytics for decision-making.
- Drive automation and digitization of HR processes to improve efficiency and employee experience.
- Partner with IT and vendors to enhance system capabilities and resolve issues proactively.

6. Talent Management & Capability Building





- Provide strategic direction to Talent Acquisition ensuring quality hiring and cultural fit.
- Provide strategic alignment to learning and development initiatives aligned with current and future skill requirements.
- Establish succession planning and leadership development frameworks.
- Coach and develop HR team members to build a strong, future-ready HR function.

7. Governance, Policies & Compliance

- Design, review, and update HR policies to ensure alignment with organizational values and legal requirements.
- Ensure ethical practices, grievance handling, POSH compliance, and employee relations management.
- Act as custodian of organizational culture, values, and code of conduct.

Key Skills & Competencies

- Strong stakeholder management and business partnering skills
- Deep understanding of performance management systems and productivity analytics
- Ability to translate data into actionable insights
- High emotional intelligence and robust communication skills
- Change management and organizational development expertise
- Strong process orientation and operational rigor
- Digital mindset with hands-on experience in HRMS and HR analytics

Educational Qualifications & Experience

- MBA / Master’s degree in Human Resources or related field is a must
- 12+ years of progressive HR experience, with significant experience in a leadership role
- Experience in building HR frameworks in growing or transformation-oriented organizations preferred

Key Success Metrics

- Effectiveness of performance management and productivity outcomes
- Employee engagement and retention levels
- Stakeholder satisfaction with HR support
- Compliance and audit outcomes
- Adoption and effectiveness of HR systems and processes

📌 Head – Human Resources - CBD Belapur (Navi Mumbai)
🏢 DC Consultants
📍 Navi Mumbai