GROUP VICE PRESIDENT

HUMAN RESOURCES

Enterprise People Leadership • Culture • Capability • Compliance

About Star Worldwide Group

Star Worldwide Group is an India-headquartered integrated services group providing domestic and international relocation, global mobility, fine art and exhibition handling, specialized logistics, information and records management, storage and related technology-enabled solutions. The Group serves corporate, institutional and individual customers through a network of offices in major Indian cities and global alliance partners.

• Customer promise: precise execution, responsible custody, service consistency and a high-quality experience across every customer touchpoint.

• Operating context: a distributed, service-intensive workforce spanning corporate functions, branch offices, warehouses, field operations and specialist handling teams.

• Growth agenda: strengthen leadership depth, scalable systems, digital ways of working, compliance discipline and performance-led culture.

• Values emphasis: professionalism, integrity, customer centricity, innovation, quality, safety and responsible business practices.

Leadership Mandate

The Group Vice President – Human Resources will be the enterprise people leader for Star Worldwide Group. The role will translate business strategy into a practical people agenda, build leadership capability, strengthen organizational effectiveness and ensure reliable HR governance across entities and locations. This is a hands-on leadership role requiring equal confidence in boardroom discussions and frontline operating environments.

Key Accountabilities

1. Enterprise HR Strategy & Governance

• Create a three-year people strategy and annual operating plan aligned to the Group's business priorities, service model and growth ambitions.

• Advise Board and business leadership on organization, talent, workforce cost, risk and change priorities.

• Establish a clear HR governance rhythm covering workforce plans, talent, succession, employee relations, compliance, people, metrics and priority interventions.

• Clarify HR operating roles across corporate HR, business leaders, branch teams and external partners; build a service-oriented HR function with defined SLAs.

2. Organization Design, Workforce Planning & Productivity

• Lead organization design, role clarity, spans and layers review, manpower planning and workforce productivity initiatives across corporate and operating teams.

• Create a disciplined position-control and hiring-approval process linked to budgets, capacity requirements and business cases.

• Partner with Finance and business heads on workforce cost planning, deployment, overtime, contract labour governance and productivity improvement.

• Ensure job architecture, job descriptions, grade structures and career paths are clear, consistent and scalable.

3. Leadership, Talent & Succession

• Build a leadership competency framework and use it for selection, assessment,



development and succession decisions.

• Run periodic talent reviews for critical roles, identify successors and develop evidence-based individual development plans.

• Coach senior leaders on team effectiveness, accountability, difficult conversations and change leadership.

• Create capability academies for managers, frontline supervisors, customer-facing teams and specialist operational roles.

4. Performance, Rewards & PLI

• Design and institutionalize a KRA/KPI-based performance management system with role scorecards, goal calibration, mid-year reviews and fair year-end decisions.

• Link Performance Linked Incentive plans to a balanced set of financial, customer, operational, people and compliance outcomes, with clear thresholds and governance.

• Lead compensation benchmarking, annual increment and promotion cycles, internal equity reviews and recognition programmes within approved budgets.

• Build manager capability to differentiate performance, document outcomes and provide constructive feedback.

5. Talent Acquisition, Employer Brand & Retention

• Own workforce acquisition strategy for leadership, specialist, corporate, branch and ground operations roles.

• Improve hiring quality, speed, source effectiveness, candidate experience and joining conversion through measurable recruitment governance.

• Build succession and talent pipelines for business-critical and hard-to-fill roles; use structured selection and reference-check practices.

• Analyze regrettable attrition and early-tenure exits; sponsor practical retention actions by role, location and talent segment.

6. Culture, Engagement & Employee Relations

• Define and embed leadership behaviours and workplace practices that reinforce accountability, collaboration, customer focus, safety and respect.

• Establish credible listening channels, grievance redressal, disciplinary governance, whistleblowing coordination and employee communication routines.

• Strengthen engagement for field and ground operations employees through visible leadership, supervisor capability and locally relevant interventions.

• Lead sensitive employee relations matters with fairness, confidentiality, documentation and timely escalation.

7. Compliance, Industrial Relations, Safety & POSH

• Own the HR compliance framework across locations and entities, including applicable labour laws, registrations, licences, notices, registers, returns and inspections.

• Ensure governance of wages, working hours, leave, contractor workforce, social security, provident fund, ESI, gratuity, maternity advantages and statutory records, as applicable.





• Maintain effective POSH governance, including policy, Internal Committee support, awareness, reporting, confidentiality and timely case administration.

• Partner with Operations and EHS on workforce safety, welfare, accident reporting, training and corrective actions; maintain audit-ready evidence.

• Monitor legislative changes and obtain specialist legal advice for complex matters. The role is accountable for governance, not a substitute for legal counsel.

8. HR Technology, Data & Operating Excellence

• Lead selection, implementation and adoption of an integrated HRIS covering employee master data, attendance, payroll interfaces, recruitment, performance, learning and analytics.

• Establish data ownership, access controls, audit trails, document retention and privacy-conscious people-data practices.

• Create a monthly people dashboard and convert workforce data into decisions, interventions and accountable follow-through.

• Simplify HR policies, SOPs and employee journeys while maintaining control, consistency and service quality.

9. Change, Integration & Business Partnership

• Lead the people workstream for expansion, restructuring, new locations, system rollouts, acquisitions or business integration, as applicable.

• Build change plans covering stakeholder alignment, communication, capability, adoption, risk and benefit tracking.

• Serve as a pragmatic business partner who challenges constructively, makes trade-offs visible and follows decisions through to execution.

Candidate Profile

• Postgraduate qualification in Human Resources, Business Administration or related discipline.

• Approximately 15+ years of progressive HR experience, including 5–7+ years leading an HR function or a substantial business HR portfolio.

• Demonstrated experience with both white-collar and blue-collar / frontline workforces in a multi-location, service-intensive environment.

• Strong command of organization design, workforce planning, performance and rewards, talent acquisition, leadership development, employee relations and HR operations.

• Practical knowledge of Indian labour and employment compliance, PF, ESI, POSH, contractor governance and audit management.

• Experience implementing HR technology and building reliable people analytics and governance routines.

• Industry background in logistics, supply chain, transportation, services, retail, warehousing or manufacturing is preferred.

• Executive presence, commercial acumen, high integrity, sound judgement and the ability to influence while remaining hands-on.

Role Relationships

Reports to: Group leadership / designated executive sponsor

Direct team: HR Manager and HR support team; structure to be reviewed by the incumbent

Key stakeholders: Chairman, JMD, CFO, business and functional leaders, branch and operations heads, Finance, Legal, EHS, IT and external advisors

Travel: Travel to operating locations may be required

📌 Group Vice President Human Resources (India)
🏢 Star Worldwide Group
📍 India