Deputy General Manager - HR (HR Intelligence, TM & PMS)

Role & responsibilities

HR Intelligence & People Analytics:

• Develop and lead the HR Intelligence framework, including dashboards, reports, and predictive analytics for workforce planning and strategic decision-making.
• Provide actionable insights using data on employee engagement, attrition, diversity, productivity, and talent pipeline health.
• Collaborate with IT/HRIS teams to enhance data quality, reporting tools, and system integration for seamless HR analytics.

Talent Management:

• Design and execute talent management strategies covering talent acquisition, onboarding, development, succession planning, and retention.
• Oversee leadership development programs and career pathing aligned with business needs and future skill requirements.
• Partner with business leaders to identify high-potential talent and build robust succession pipelines for critical roles.
• Lead internal mobility initiatives and implement Individual Development Plans (IDPs).

Performance Management:

• Oversee the performance management cycle, including goal setting (OKRs/KPIs), mid-year reviews, and annual appraisals.
• Drive a culture of continuous feedback, coaching, and development through modern performance management practices.
• Collaborate with business units to align individual performance with organizational goals and key business outcomes.
• Evaluate and enhance performance appraisal systems to ensure fairness, transparency, and impact.

Strategic HR Leadership:

• Support organizational change initiatives through strategic workforce planning and talent strategy.
• Lead cross-functional HR projects with measurable impact on culture, productivity, and capability development.
• Serve as a trusted advisor to senior leadership on workforce trends, talent risks, and capability gaps.

Preferred candidate profile

• Masters Degree in Human Resources, Business Administration, Organizational Development, or related field.
• Proven experience with HR technology platforms (e.g., Darwin Box, SAP Success Factors, Oracle HCM, etc.).
• Strong understanding of talent lifecycle, performance metrics, and organizational behaviour.
• Proficiency in HR data analysis tools (e.g., Power BI, Tableau, Excel, or equivalent).
• Experience in leading large-scale HR transformation or digital HR initiatives is preferred.