Leadership role in HR

We are seeking an experienced and strategic HR Leader with 15–20 years of experience to drive people strategy and act as a trusted HR Business Partner to senior leadership and business stakeholders. The ideal candidate will bring strong expertise in aligning people practices with business objectives, building high-performing teams, strengthening organizational effectiveness, and developing scalable HR frameworks.

This role requires a strategic thinker with strong business acumen, exceptional stakeholder management skills, and the ability to translate organizational goals into impactful people initiatives. The candidate will partner closely with leadership teams to understand business priorities, anticipate workforce needs, and deliver HR solutions that support sustainable growth.

Key Responsibilities

• Act as a strategic HR Business Partner to business leaders, providing insights and guidance on workforce strategy, organizational effectiveness, employee engagement, and people-related decisions.
• Develop and execute HR strategies aligned with business objectives, organizational priorities, and long-term growth plans.
• Partner with leadership to identify workforce requirements, succession needs, critical roles, and organizational capability gaps.
• Lead initiatives related to organizational design, workforce planning, performance management, employee engagement, and change management.
• Provide strategic guidance on employee relations, leadership effectiveness, conflict resolution, and people-related business challenges.
• Build strong relationships with senior stakeholders and influence decision-making through data-driven HR insights.
• Develop and strengthen talent management frameworks covering talent identification, succession planning, career development, and leadership pipelines.
• Partner with Learning & Development teams to identify capability gaps and design impactful leadership and employee development programs.
• Provide inputs into compensation strategy, benchmarking, pay structures, rewards, and employee retention initiatives.
• Use HR metrics and workforce analytics to identify trends, measure program effectiveness, and support strategic decision-making.
• Drive a culture of accountability, collaboration, inclusion, continuous development, and high performance.
• Lead and mentor HR teams while building strong HR capabilities across the organization.
• Ensure HR policies, processes, and practices remain aligned with organizational requirements and applicable employment regulations.

Must-Have Skills

• Strong expertise in HR Business Partnering with the ability to work closely with senior leadership and business heads.
• Proven experience in developing and implementing strategic HR initiatives.
• Excellent understanding of workforce planning, organizational development, performance management, and employee engagement.
• Strong stakeholder management, influencing, negotiation, and communication skills.
• Ability to translate business challenges into practical and scalable HR solutions.
• Strong analytical and decision-making capabilities with a business-oriented approach.
• Demonstrated experience managing and mentoring HR professionals and leading cross-functional initiatives.
• 15–20 years of progressive experience in HR, preferably with significant experience in a strategic HRBP or HR leadership capacity.

Good-to-Have Skills

• Talent Management: Succession planning, career frameworks, leadership development, and high-potential talent programs.
• Learning & Development: Capability building, leadership programs, learning strategies, and organizational development interventions.
• Compensation: Compensation benchmarking, rewards strategy, salary structures, incentives, and pay-for-performance programs.
• Experience with HR analytics, HR technology, and data-driven people decision-making.
• Exposure to organizational transformation, mergers and acquisitions, or large-scale change management initiatives.

Qualifications

A Bachelor's or Master's degree in Human Resources, Business Administration, Organizational Psychology, or a related field is preferred. An MBA/PGDM in Human Resources or equivalent qualification will be an added advantage.