Travel: Domestic travel required

Strategic HR leadership

- Partner with business leadership and managers to understand business imperatives and articulate people priorities
- Play an integral role on the leadership team, bringing credibility and strong partnership methods and contribute to overall business decisions
- Drive the overall talent strategy to ensure that the business has the right talent to meet current and future business needs
- Influence and challenge business decisions from a people perspective, ensuring alignment with company culture and long-term goals

Compensation & benefits strategy

- Provide the business with relevant metrics, data and insights, to make HR related business decisions
- Benefits team to implement a competitive and equitable compensation strategy that attracts and retains top talent
- Define the compensation philosophy and reward mechanisms to maintain competitive advantage and cost-effectiveness. Drive various compensation programs including pay for performance, incentive plans, compensation planning, for diverse job profiles.
- Partner with CH and CF Operations to define and adhere to compensation budgets for the year, while responding to the requirements of each capability with a diversified approach
- Ability to understand 'big picture' business results and effectively apply a pragmatic and flexible approach to HR interventions to contribute to CH's and CF's continued success

Market intelligence & benchmarking

- Work with external agencies to conduct market research to understand industry trends, salary benchmarks and HR best practices for CH and CF capabilities.
- Partner with external consultants, industry bodies and leverage networks to gather relevant benchmarking data
- Define salary bands for the business based on internal and external market benchmarking in partnership with C&B;

Talent management and succession planning

- Lead talent reviews,



succession planning and career development initiatives for key roles and top talent within the business
- Enable performance management processes to ensure clarity, accountability and career growth for colleagues
- Coach leaders and managers on a breadth of topics to perform at optimal management strengths and capabilities
- Ability to build trust, respect and confidence of leadership and employees projecting as a fair, firm leader
- Liaise with Talent Acquisition/ other HR Business Partners to address talent attraction and retention issues/adapt to new demands of the business

Employee engagement and culture building

- Champion IDE (Inclusion, Diversity & Equity) efforts, ensuring a culture of belonging and fairness
- HR Operations and Process Optimization
- Provide the business with relevant metrics, data and insights, to make HR related business decisions
- Experience in the implementation of business transformation, strategic HR initiatives and processes
- Liaise with other functions within HR and others such as Finance, Payroll and Legal team based on business requirements

Change Management & Business Partnership

- Support business through periods of transformation, M&A; activities and organizational restructuring
- Develop change management frameworks to help leaders and employees adapt effectively

Work experience

- 15 – 20 years of progressive HR experience, with at-least 5 years in a leadership HR role
- Deep understanding of HR best practices, talent strategy, compensation frameworks and labour laws
- Experience within the professional services space would be an added advantage
- Proven ability to drive organizational change, influence senior stakeholders, and challenge business decisions
- Solid analytical skills with experience using HR data to drive insights and actions
- Business focused mindset to help translate business objectives to people strategies
- Ability to work in a complex business environment
- Master's Degree (MBA or equivalent) with specialization in HR

📌 HR Business Partner - Acquisitions (Gurugram)
🏢 MNC Group
📍 Gurugram