Primary Responsibilities:

This role involves leading substantial organizational transformations and change management processes, as directed by management. Key responsibilities include the alignment of roles and synchronization of work to drive enhanced operational outcomes.

Organizational Transformation:

• Major organizational transformations and change management initiatives are to be led in alignment with managements strategic direction, encompassing responsibility alignment and work synchronization.

• Strategic and operational decision-making processes of the organization should be actively supported as a business partner, contributing to the creation of a realistic implementation roadmap with clearly defined timelines and targets for team adherence.

• Involvement in key organizational meetings, such as weekly and thematic meetings, is expected to facilitate prompt decision-making and address pending issues directly.

• A comprehensive framework for 360-degree organizational development should be developed to harmonize departmental functions toward achieving established organizational goals.

• Constructive conflict resolution mechanisms should be established at both departmental and organizational levels to enhance workplace efficiency, speed, and harmony.

People Recruitment and Orientation:

• The talent acquisition process should be optimized through the establishment of effective screening and interview mechanisms, with a balanced approach to recruiting, mentoring, and developing both operational and strategic thinkers.

• An orientation program should be developed to serve the specific needs of each position and position-holder, with active involvement in one-on-one and group orientations to ensure the program's purpose is achieved.

• A structured learning framework should be rolled out for new team members, facilitating optimal use of the orientation program and enabling them to assume their responsibilities promptly.

• It must be ensured that induction, training, and continuous learning initiatives align with the team's overall capability.

People Engagement and Development:

• Strong rapport with team members across all levels, including frontline staff, should be built through engagement, listening to concerns, and understanding their aspirations.

• Leadership skills enhancement opportunities should be explored with key leaders, particularly those heading the frontline, to ensure they adapt effectively to evolving business needs.

• The core philosophy and values of the organization should be instilled among all staff, guiding their routines and behaviors to foster a cohesive organizational culture.

• Periodic training needs assessments should be conducted in collaboration with heads of departments and the training lead, with a training calendar established for quarterly structured training sessions.

• A dynamic talent database should be maintained to capture the unique qualities and competencies of personnel, facilitating cross-departmental problem-solving initiatives.

Human Resource Management:

• Leadership support should be provided to the HR team, encompassing functions such as organizational design, recruitment, payroll, compensation administration, and regulatory compliance.

• Organizational mission, vision, strategy, and goals should be translated and aligned with departmental and individual portfolios (KPIs).

• A performance review system and management control process should be developed to track team member progress in consultation with management and departmental heads.

• Detailed job descriptions for all positions should be created to clarify authority-responsibility relationships and personal accountability.

• A feedback and grievance system should be managed to ensure the timely resolution of escalated issues.

Academic and Professional Qualifications:

• A Masters or Doctoral degree in Human Resources Management, Personnel Management, Industrial Relations, Organizational Development, or a related field from a reputable institution is required.

• Professional qualifications in transformational leadership development and motivation skills are preferred.

• Up-to-date knowledge of leadership development, administration theories, and management practices for enhancing efficiency and people development is essential.

• Experience in spiritual workplace practices and conscious business methodologies is required.

• Familiarity with coaching and mutual learning techniques applicable to enhancing people skills among management, departmental heads, and organizational leaders.

• Proficiency in MS Office (Word, Excel, PowerPoint, Outlook) and excellent documentation skills in English and Hindi are necessary.

• A technological mindset and awareness of recent advancements in information and communication technology (ICT) for organizing HR initiatives across locations are expected.

Work Experience:

• A minimum of 20 years of HR management experience is required, with at least 5 years in a senior HR leadership role.

• Experience in attending key meetings and actively contributing to strategic and operational decision-making processes in support of organizational leadership.

• Demonstrable experience in designing and implementing transformational leadership programs for a diverse workforce is essential.

• Prior experience in promoting spirituality and conscious workplace practices, contributing to a broader common purpose for team members, is preferred.

• Experience in organizing exposure visits for key organizational leaders to prominent conscious business entities is desirable.

Personal Characteristics:

• A comprehensive understanding of the organization's products, people, and processes should be proactively developed to support its success.

• An approach to work as an avenue for personal spiritual development and commitment to advancing organizational goals in a results-driven manner is essential.

• A keen distinction should be maintained between frontline operational staff and strategic thinkers, with a focus on prioritizing work in line with immediate organizational needs.

• Empathy, compassion, and integrity should be fundamental personal attributes for leading this portfolio effectively.

• A proactive, communicative approach with strong interpersonal skills is required, along with the ability to embody and model organizational values and culture.

• A commitment to continuous learning, innovation, and organizational improvement is essential.

• Adaptability in leadership style according to situational and personnel needs is expected.

• Multitasking capabilities and the capacity for efficient handling of diverse responsibilities are necessary for this role.