Required Qualification:

- Full Time MBA in HR/MSW from Reputed University/Institution

- HR Certification from XLRI/SHRM etc.

Experience:

18 - 20 years of Experience with minimum 10 years in Head Position preferably in Manufacturing set up

Technical Knowledge / Skill:

- Thoroughly familiar with HR Systems & processes, HR analytics and related tools

- Practical and business relevant knowledge of the full range of OD and HR delivery models, and metrics to accelerate performance.

- Data-driven, scientific approach to problems solving and design thinking

- Expert coaching and facilitation skills

- Strong operational and business acumen

Behavioral Skills:

- Demonstrated leadership skills and abilities

- Passion for designing the future of work

- Ability to build and maintain strong team-oriented relationships

- Proven ability to influence people at all levels of an organization.

- Excellent conflict resolution skills

Required Age:

45 - 50 years

Mobility:

Yes (Moderate)

Job Purpose:

To provide strategic leadership by articulating HR needs and accordingly developing and executing human resource strategy in sync with the Organisational goals.

Principal Accountabilities:

1. Strategic HR:

- Provide HR consulting, executive coaching, insights and solutions on people and organizational issues to the leadership team to address business challenges.

- Developing, maintaining & delivering a comprehensive HR Strategy that integrates and is aligned with the business and strategic objectives of the Organisation.





- Serving as a strategic advisor and execution resource to the Management on all HR matters.

2. Organizational Development:

- Partner with the senior business leaders to continually drive the effectiveness of the business through developing Organization design and leadership changes as appropriate.

- Managing, maintaining & improving the building blocks of the Organisational culture.

- Creating change management and communications strategy to support corporate-wide Organizational initiatives

3. Talent Acquisition:

- Lead initiatives to brand the Organisation as an Employer of Choice/Great Place to Work to attract and retain talent.

- Developing and driving an effective Talent Acquisition Strategy for the business ensuring best in class talent for the Organization at optimum cost.

- Translating business directions into actionable hiring needs, advising on risk and working closely with leadership team on the design and development of recruiting focus areas to deliver against business commitments

4. Talent Development:

- Create, execute and manage integrated leadership processes and capability building initiatives.

- Strategizing the conduction of Assessment & Development Centres for developing talent pipeline.





- Conceptualizing & effectuating Learning & Development initiatives for improving employee productivity, building capability and quality enhancement

5. Talent Management:

- Responsible for identifying best market practices in Performance/Talent Management space & Organisational.

- Strengthen programs and systems that support leadership development, an effective leadership review process and the ongoing development of managers.

- Put in place effective systems and processes of PMS for goal settings, appraisals, review mechanisms and other performance management related tools and recommend solutions for improvements

6. HR Operations:

- Developing human resources operations financial strategies by forecasting the requirements, trends and providing strategic inputs for its operationalization and further measuring and analyzing the impact on business.

- To Develop and ensure the implementation of HR policies, processes, practices and employment contracts and programs whilst ensuring compliance with the existing laws.

- Ensure the execution of the required due diligence and integration activities related to mergers, acquisitions & divestitures.

- Develop recommendations for implementation and use of metrics and analytics to assess current processes and add areas for improvement across all human resource functions.

7. Industrial Relations:

- Establishing two-way formal as well as informal internal communication channels to bring transparency in industrial relation system.

- Institutionalizing sustainable IR policies which are in long-term interest of the organization

📌 Chief Human Resources Officer/Vice President Human Resources Man (Mumbai)
🏢 Laksh Human Resources
📍 Mumbai