The role holder is responsible for ensuring that people strategies are aligned with Business growth plans for the assigned markets. The individual will lead various employee lifecycle processes like Talent Acquisition, Compensation & Advantages, Payroll, Learning & Development, Performance Management, Labour Compliance, drive employee engagement and HR governance in the assigned markets. Additionally, the role will also serve as a central point of contact for BU-wide HR processes like PMS, Manpower Budgeting, Long Range Planning.

1. Talent Acquisition

- Develop and execute effective sourcing efforts to ensure that all budgeted and planned positions are manned by competent people

Initiate and drive talent acquisition projects and programs, which may also include third party partnerships with search companies, recruiters and heads-hunters 2. HR Business Partnering

- Partner with business and functional leaders to understand business priorities and translate them into relevant people plans in assigned markets
- Build strong working relationships with business leaders, employees, country HR teams and HR Centres of Excellence.
- Promote consistent application of HR policies, processes and governance standards across locations.
- Serve as a central SPOC for payroll governance across assigned markets

3. Performance Management & Rewards:

- Lead the performance management process from KRA setting to monitoring of performance year-round, all the way to performance reviews to approval and implementation of salary revision
- Drive Annual Compensation Revision cycle, Ensuring that the compensation and benefits for employees is at par with the competition,



through benchmarking and development of strategic linkages
- Track completion status and follow up with business and HR stakeholders to ensure adherence to timelines.
- Prepare dashboards, reports and presentations for leadership reviews.

4.Employee Relations, Engagement & Welfare:

- Implement Employee Engagement & welfare initiatives across regions to create an engaged workforce
- Provide guidance and support to managers and employees on employee relations matters, ensuring fair and consistent application of policies and procedures
- Drive Wellbeing programs across markets, measure the efficacy of the programs. Frequent connects with the wellbeing committees across APAC markets

5.Learning & Development

- Support in identifying & driving L&D; interventions in the relevant areas
- Ensure an effective onboarding training program in assigned markets

6.Talent Management:

- Collaborate with leaders to identify key talent needs
- Support in conceptualizing and driving initiatives across the BU, in alignment with long & short term Business & organizational effectiveness objectives
- Support succession planning efforts and facilitate the identification and development of high-potential employees.

7.Analytics & Reports

- Maintain manpower related data at country and regional level
- Develop and present regular HR reports and dashboards, highlighting key HR insights and recommendations

8.Workforce Planning & Budgeting:

- Anchor annual budgeting process in line with regional business strategy as well as Long Range Plan
- Ensure that the Headcount and Manpower Cost are within approved Budget
- Ensure that the Administrative Cost is within approved Budget

📌 Manager - Human Resources Business Partner (APAC) (Mumbai)
🏢 Glenmark Pharmaceuticals
📍 Mumbai