Senior Human Resource Executive

Key Responsibilities

• Employee Retention & Attrition Management

  - Analyze attrition trends, identify root causes, and design targeted retention strategies to improve employee stability and reduce critical talent loss.

• People Strategy & Organizational Effectiveness -

  Design and execute people strategies aligned with business goals by leveraging workforce data, cultural insights, and organization development initiatives.

• Employee Engagement & Satisfaction

  - Drive employee engagement and satisfaction surveys, develop actionable plans based on insights, and implement initiatives to enhance overall employee experience.

• Grievance Management & Employee Relations

  -Manage employee grievances and disciplinary matters in a fair, timely, and compliant manner while ensuring adherence to company policies and labor practices.

• Succession Planning & Critical Talent Management-

  Lead succession planning across levels, identify critical roles and high-potential talent, and implement strategies to ensure leadership continuity.

• Employee Development & Capability Building-

  Design and implement learning, development, and career progression programs to enhance skills, performance, and long-term employee growth.

• Performance & High-Potential Talent Programs

  - Support high-performance culture by designing development centers, assessment tools, and frameworks focused on talent readiness and leadership development.

• Employer Branding & Employee Value Proposition (EVP)

  - Strengthen employer branding and EVP through internal communication, market benchmarking, and data-driven action plans.

• Market Research & HR Analytics

  - Conduct market intelligence, compensation benchmarking, and external reputation analysis (e.g., Glassdoor) to provide actionable insights to leadership.

• Stakeholder & Leadership Collaboration

  - Partner closely with the Country Head, COEs, and business leaders to execute strategic HR initiatives within defined timelines.

• HR Process Excellence & Operational Efficiency

  - Drive continuous improvement of HR processes, policies, and systems to enhance productivity, efficiency, and employee experience.

• Strategic HR Projects & Reporting

  - Lead special HR projects and present periodic dashboards, insights, and review reports to senior leadership for informed decision-making.

Preferred candidate profile:

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• Strong analytical ability, attention to detail, and problem-solving skills.
• Excellent communication and stakeholder management skills.
• Proactive, hardworking, and capable of working independently and in teams.