Head - HR is responsible for leading and managing, maintaining and promoting people policies and initiatives that drive engagement, retention and help co-create a team to meet the growth requirements of the organization. The organization is poised to grow exponentially and therefore the incumbent needs to play a leadership role in this key support function to meet growing needs and demands of the business across functions. The incumbent will need to have operational grasp to cater to people needs of the current state of business as well as have the strategic vision to build capability and pipeline of talent, systems, policies, rules and regulations to pre-empt needs of the longer term goals of the organization. He/She needs to be quick to adopt and implement HR systems and tools so that the HR function is more amenable to scaling up of operations. She/ He would need to ensure robust compliance to the regulatory framework. The Head HR would need to have a deep understanding of evolving a performance management system and a robust succession planning to cater to career progression of an aspiring team and thereby support the business and the company. Overall, the incumbent should be able to impact the evolving culture of the organization, paying attention to developing channels of communications within the organization. The organization is looking to evolve a progressive framework for itself by driving a passion for growing the brand in India and international markets through excellence in execution and thereby delighting the customer to get a share of market. Responsibilities Areas : Key Tasks & Activities Formulate HR framework and policies and HR systems: Develop HR framework and policies in line with the needs of a fast-growing organization like Ascent Meditech Evolve HR system and processes which are able to deal with growing requirements and increasing capacities over a longer-term horizon Lead and influence Organization branding strategy and adoption of best HR practices to position Ascent Meditech as a great place to work Driving engagement & Culture building: Develop HR programs which will help in enhancing employee engagement to inculcate a culture of collaboration and team building. Evolve a people-centric approach and build relationships to understand people issues and address them suitably, thereby building employee confidence Travel to the manufacturing Unit weekly to have ground level and direct understanding Evolve Rewards and Recognition programs to enhance team building and cooperation and imbibe performance orientation Inculcate transparency and build/open lines of communications to instill a higher level of employee engagement with regard to company vision, values and objectives Help build an Ascent Meditech way of working and ensure a distinctive employee experience with enhanced commitment as well as joy of working. Performance management and Employee progression Evolve a robust Performance management system by driving various elements of the appraisal system from the top Driving absolute clarity in role KRAs and expectation/targets setting running across every appraisee-appraiser with due discussion, agreement and documentation Ensure a fair and timely cycle of performance appraisal review system and calibration backed with robust process of communication to enhance employee confidence in the process at each level. Ensure the performance management process is communicated in a timely manner to all employees and that the training on performance management system and process is given to all new joinees Track tenure and performance of employees in each function and ensure that progression happens as per plan Compensation and Benchmarking Expertise, ESOP policy Apply the best practices of developing a good Compensation & Benefits policy and structure which helps in attracting best talent and retaining them. Build insights for a creative Compensation including an ESOP policy which is attractive and motivating. Formulate Variable Pay and Retention bonus strategies to retain key talent of the organization Recruitment & Staffing: Ensure sourcing for all positions happens as per defined requirements and guidelines Provide support for recruitment and staffing across functions in the Corporate Office, Manufacturing Units and the Sales Operations for both domestic and Export markets Devise effective On-boarding practices to ensure seamless integration of the new faces with the existing teams and ensure training for new joinees Employee Turnover management: Formulate and implement strategies to reduce the YOY attrition rate across functions. Ensure retention of hi-performing talent across functions and manufacturing units. Drive actionable insights and undertake projects to lower employee churn and turn Strategic HR and Business support: Evolve strategies in HR framework and policies which will support being more flexible and agile as an organization. Have a keen understanding of the business PnL and priorities and drive HR strategies to support the growing needs of the business. Implement and adopt system-based tools and free up time for a more strategic role of being a close aide to the business. IR related understanding: Apply understanding of regulatory and compliance requirement in manufacturing units employing third-party workforce Adopt best practices in contract workforce to adapt to changing needs of the business Develop robust framework to mitigate risks arising out of any possible IR related issues Key Competencies & Qualification Possessing strong inter-personal skills to be able to strike excellent relationships. Has confidence to build common agendas in People management and be able to influence others to ensure effective execution and adoption. • Display high levels of energy and enthusiasm. Is a tireless communicator and influences people positively to get things done. • Inherent leadership behaviors to take initiatives and be able to manage various stakeholders in the business to build consensus and thereby be able to drive the same. • Comes across as approachable and accessible to people at various levels. Possess people orientation and is comfortable interacting with teams from ground to CXO levels. • Has the necessary depth of knowledge and experience to flesh out policies and procedures which are robust in nature. • Managed an HR Leadership role in his/her previous/current experience • Experience band of 15 - 20 years in managing the HR function • MBA would be a requirement