12 Strategic Hrm Jobs

Strategic HR Leadership Design and implement the companys HR strategy, policy framework, and organizational structure to support current and future business growth. Act as a strategic advisor to the leadership team on people-related decisions and organizational health. Develop and manage HR budget, manpower planning , and functional KPIs. Talent Acquisition & Workforce Planning Oversee timely hiring of high-quality talent across corporate and plant functions. Drive workforce planning, competency mapping, and succession pipelines. Collaborate with functional heads to forecast and close manpower requirements. HR Operations & Compliance Ensure 100% compliance with labour laws (Factories Act, PF/ESI, CLRA, Maternity Act, Gratuity, Bonus Act, etc.) Set up and monitor statutory registers, documentation processes, and digital audit-readiness systems. Oversee payroll governance, employee records, and HRMS usage across departments. Performance, Rewards & Engagement Implement performance appraisal frameworks (KPIs, KRAs, OKRs) with business heads. Review salary structures and compensation strategies to ensure cost effectiveness and legal compliance. Build employee engagement programs, drive DEI initiatives, and ensure a positive work culture. HR Digital Transformation Lead the rollout and adoption of HRMS/ATS systems including workflows for leave, attendance, onboarding, and performance. Enable digitization of HR records and reporting for efficiency and transparency. HR Audit & People Risk Management Prepare HR documentation and policies for due diligence, internal and external audits Develop HR dashboards, governance reports, and risk registers for the board.

We are seeking an experienced and highly qualified HR Manager to join our team and play a pivotal role in shaping our human resources strategies and practices. The ideal candidate will be responsible for the overall management of the HR department, ensuring that all aspects of human resources align with the organizations goals and objectives. This position involves leading various initiatives related to talent acquisition, employee engagement, performance management, and compliance with labor laws and regulations. The HR Manager will work closely with department heads to understand their staffing needs and provide guidance on employee relations issues. Additionally, the HR Manager will develop and implement training and development programs to enhance employee skills and foster a culture of continuous improvement within the organization. We are looking for a proactive leader who can anticipate HR trends and changes and adapt the HR strategies accordingly. The successful candidate will also serve as a trusted advisor to senior management, representing HR interests in discussions and decisions that impact the organizations workforce. If you are an innovative leader with a passion for developing talent and driving organizational success, we encourage you to apply for this important role. Role & responsibilities Oversee and manage the recruitment process, including job postings, interviews, and onboarding. Develop and implement HR policies and procedures in accordance with local regulations and best practices. Lead performance management initiatives to ensure employee objectives align with organizational goals. Facilitate employee training and development programs to enhance workforce skills and knowledge. Provide guidance and support to department managers on employee relations and conflict resolution. Monitor and manage employee engagement initiatives to foster a positive workplace culture. Ensure compliance with labor laws and regulations, conducting audits and making improvements as necessary. Should have excellent insighful knowledge in understanding business strategy and align to the pactices quickly. Strong commitment to project implementation cycles and leverage the systems and process to the advantage for the end customer. Understanding of GCC model in client relationships. Qualifications Bachelors degree in Human Resources, Business Administration, or a related field; Masters preferred. A minimum of 8 years of experience in human resources management, with a focus on strategic HR practices. Strong knowledge of local labor laws, regulations, and compliance requirements. Proven experience in talent acquisition and employee development.

Skilled in building and transforming HR functions, strategic talent acquisition/management, labor law compliance, manpower planning & budgeting. HR Operations & HR Shared Services Employee Relations / Industrial Relations (Internal /External Unions)

Aligning HR strategies with business objectives, the CHRO will oversee talent management,culture, and change management initiatives, fostering a high-performance environment.scaling HR functions, provide leadership and coach leaders. Required Candidate profile PG from a reputed institute with Financial Services Industry esp handling sales HR . Proven ability lead strategic HR initiatives as HR Leader . Over 18 years of experience with 4+ as CHRO

Job Description Role: Lead- Human Resource Business Partner Location: Gurugram Work mode: Hybrid About the Opportunity: This is an exciting role within an international work environment where you will be working alongside peers from different geographies. This role is front end role, and you will thrive in it if you enjoy solving problems and truly partnering with business leaders and team members at all levels. You will be the people and culture partner for a set of line of business. HR Business Partnering is a way to partner with business leaders to achieve short-term and long-term goals of the unit by advising on people practices. The role frontends all people process and collaborates with other people functions to deliver solutions to any people issues and work towards increasing the overall service level and people experience. The role is of an advisor, consultant, enabler, and partner and will cover all generalist aspects of people (HR) function, including but not limited to, team member relations, grievance management, talent management/succession planning and supporting day-to-day people matters as well as on-going process improvement. What you'll be doing: Strategic Leadership: • Partnering with leadership to develop and implement HR strategies that align with the long-term goals. • Acting as a trusted advisor on strategic planning and business transformation projects and all people matters Talent Strategy and Development: • Overseeing the development and execution of comprehensive talent management programs, including succession planning, and high-potential employee programs. • Driving initiatives to build a diverse and inclusive workforce. • Designing and implementing organizational development interventions to enhance organizational effectiveness and employee engagement. • Conducting organizational assessments and diagnostics to identify areas for improvement. Employee Relations and Culture: • Cultivating a strong organizational culture that aligns with the company's values and mission. • Conducting skip connects with 3A & above. • Managing complex and high-risk employee relations issues, including executive-level conflict resolution. • Leading initiatives to enhance employee engagement and satisfaction. HR Metrics and Analytics: • Utilizing advanced HR analytics to provide strategic insights and drive data-driven decision-making. • Monitoring and analyzing key HR metrics to evaluate the effectiveness of HR programs and initiatives. • Reporting on HR performance to the executive team and recommending improvements. Leadership and Team Management: • Leading and developing a high-performing HR team, providing mentorship and guidance. • Managing large-scale HR projects and ensuring successful implementation. • Promoting a culture of continuous learning and professional development within the HR team. Compliance and Risk Management: • Ensuring compliance aligned PAC roles and responsibilities. • Supporting HR audits and managing risks related to human capital. • Developing and implementing policies to mitigate HR-related risks. Qualification and Experience: 7+ years of experience in a similar role. Proven experience as an HRBP, preferably in the technology or Insurance background. Strong interpersonal and communication skills with the ability to build relationships at all levels of the organization. Good analytical skills with logical thinking approach & problem-solving attitude. Experience in Stakeholder management, Attrition Management, Grievances, Analytics & Strategic HR If interested share your cv at aishwarya@beanhr.com

The HR Head will be responsible for overseeing and managing all aspects of human resources functions at the BBA college, ensuring alignment with the colleges educational goals and values. The role will focus on fostering a productive and positive working environment for faculty, administrative staff, and other personnel while handling recruitment, training, performance management, employee relations, and compliance with all applicable labour laws. Key Responsibilities 1. Talent Acquisition: Lead the recruitment process for academic and non-academic positions in the college. Develop and implement effective recruitment strategies to attract qualified faculty, staff, and administrators. Coordinate the hiring process, including job postings, screening resumes, conducting interviews, and finalising offers. Establish relationships with educational institutions and recruitment agencies to maintain a talent pool. 2. Employee Onboarding & Induction: Oversee the onboarding process for new hires, ensuring smooth integration into the college culture. Conduct orientation sessions for new faculty and staff to introduce them to the colleges mission, policies, and work environment. 3. Employee Development and Training: Identify training needs and organize professional development programs for faculty and staff to improve skills and knowledge. Implement programs to enhance leadership, communication, and interpersonal skills among staff. Ensure that faculty members are continuously updated on the latest teaching methodologies and technologies. 4. Performance Management: Develop and implement performance appraisal systems to evaluate faculty and staff performance regularly. Set up feedback mechanisms and ensure performance improvement plans are executed when needed. Recognize and reward high performers and take necessary corrective actions for under-performers. 5. Employee Relations: Foster positive relationships between faculty, staff, and management to ensure a harmonious work environment. Address employee grievances, concerns, and conflicts in a timely and professional manner. Mediate and resolve workplace disputes, promoting effective communication and cooperation. Act as a liaison between employees and management to maintain open and transparent communication channels. 6. Compliance and Legal: Ensure compliance with all local, state, and federal labour laws, regulations, and educational policies. Stay updated with the latest HR best practices, legal requirements, and college-specific policies. Oversee the maintenance of all employee records and documents, ensuring confidentiality and data protection. 7. Compensation and Benefits: Design and implement competitive salary structures and benefits packages for faculty and staff. Regularly review compensation plans to ensure they are in line with industry standards and are attractive to potential employees. Administer payroll, bonuses, and benefits, ensuring accuracy and timeliness. 8. Workplace Culture: Promote and maintain a healthy and inclusive work environment that supports diversity and equal opportunity. Lead initiatives to improve employee engagement, satisfaction, and retention. Organize events, team-building activities, and celebrations to foster a positive work culture. 9. HR Strategy & Planning: Develop and execute HR strategies aligned with the college’s overall goals and objectives. Prepare and manage the HR budget, ensuring resource allocation for training, recruitment, and other HR activities. Regularly assess HR policies and procedures and recommend improvements or changes. 10. Technology and HR Systems: Oversee the implementation and maintenance of HR software and systems for efficient data management and reporting. Utilize technology for streamlining HR processes such as attendance, leave management, payroll, and performance tracking.

Working with Employee Resource Groups (ERGs) and external forums Supporting diversity hiring (e.g., women, LGBTQ+, PwD) Leading mentorship programs and wellbeing events Handling internal policy creation, communications, and impact analysis Required Candidate profile Who have past experience of working on Women related initiatives majorly. 5-7 years of relevant experience; preferably in diversity & inclusion (DEI) Proficiency in Excel analytics and MS office

CEO/Administrator/Head HR Min 10-20 only Super speciality hospital Location- bangalore/pune /mumbai /Noida/new delhi/gurgaon

Managing all aspects of HR, including recruitment, onboarding & training, employee relations, employee engagement & employee retention Ensuring compliance with employment laws & regulations, including those related to labor, safety, & discrimination Required Candidate profile MBA HR preferred 3+ year experience in HR department in the hospitality industry is a must Should be able to build & maintain a strong, motivated & compliant workforce that supports our success

Role Objective: A key objective of this position is to provide strategic leadership and operational excellence in managing the human resources function across domestic and international operations. This role focuses on talent acquisition, talent management, compensation & benefits, employee engagement, organizational development and digital transformation of HR processes. Critical role is to align HR strategies with the companys overall business goals and ensure the efficient use of human capital. The role will also shape the organizational culture, promote a cohesive global workforce and support leadership development and succession planning. Desired Candidate Profile: Education: MBA or equivalent degree from a reputed business school. Experience: 20+ years in HR, with a focus on the pharmaceutical industry and international exposure, including at least 8-10 years in leadership roles. Leadership: Proven leadership in developing and executing HR strategies that align with business growth and culture integration. Employee Development: Experience in designing and implementing talent management, performance management, and employee engagement programs. Change Management: Expertise in managing organizational changes, including mergers, acquisitions, and restructuring. Technology Proficiency: Strong understanding of HR technology and systems (SAP, People Strong, Oracle), including digital transformation and automation within HR functions. Cultural Intelligence: Strong ability to manage diverse teams across international locations. Diversity, Equity & Inclusion (DEI): Commitment to fostering DEI within HR policies and practices. Role & Responsibilities: Strategic HR Leadership: Develop and execute HR strategies that align with the companys international and domestic growth objectives. Act as an advisor to the executive team on organizational design, talent management, culture integration, and international HR policies. International HR Management: Lead the cultural integration of teams across various countries, including Brazil, Colombia, Ireland, India, Turkey, and Spain. Ensure cohesion among diverse international teams by bridging cultural differences. Compensation & Benefits: Lead compensation and benefits programs for global entities, ensuring competitive practices across various locations. Manage payroll and incentive schemes for international and domestic employees. Employee Engagement: Design and execute comprehensive employee engagement programs to foster a positive, productive, and inclusive work environment. Conduct employee surveys and implement feedback mechanisms to improve employee satisfaction and retention. HR Digitization & Process Management: Lead digital transformation initiatives within the HR function, focusing on process automation and the use of HR technology platforms (SAP, HRIS, Oracle, People Strong). Manage budgeting and financial planning for the HR function, ensuring cost-effective management of human capital. HR Policy Development & Compliance: Develop, review, and update HR policies in alignment with business needs and legal compliance. Ensure policies reflect the organizational culture and support its growth objectives. Leadership & Coaching: Provide coaching and mentorship to senior management and HR leaders to foster strong leadership and alignment with organizational goals. Oversee a team of 18-20 HR professionals, with 3-4 direct reportees at the GM and AGM levels. Functional Skill Required Talent Acquisition & Management: Expertise in hiring, developing, and retaining global talent. Compensation & Benefits: Strong knowledge of international compensation structures, benefits programs, and payroll management. HR Budgeting: Experience in managing HR budgets, forecasting, and financial planning. HR Technology: Proficiency in HR systems (SAP, Oracle, People Strong) and digital HR process transformation. Organizational Development: Skills in leading organizational development and culture integration efforts. Behavioural Skill Required Leadership & Team Management: Ability to lead and inspire large teams, with strong interpersonal skills. Communication: Excellent communication skills to interact with diverse teams across the globe. Change Management: Proven experience in managing and leading organizational change. Relationship Building: Strong ability to foster positive relationships with internal and external stakeholders. Strategic Thinking: Ability to think ahead and plan for long-term organizational needs. Team Size to be Handled: Managing team of team of 18-20 team members from HR & Admin Function, having 3-4 direct reportees (GM - AGM level), reporting to Founder & President of company. Important Links: Website: https://biotechhealthcare.com/ LinkedIn: https://www.linkedin.com/company/biotechhealthcare/ Instagram: Biotech Vision Care Biotech is an Equal Opportunity Organisation promoting diversity while ensuring no discrimination on any ground including gender, race, religion, age, sexual orientation, disability, etc.

Aligning HR strategies with business objectives, the CHRO will oversee talent management,culture, and change management initiatives, fostering a high-performance environment.scaling HR functions, provide leadership and coach leaders. Required Candidate profile PG from a reputed institute with healthcare or pharma background esp handling sales HR . Proven ability lead strategic HR initiatives as HR Leader . Over 15 years of experience with 4+ in leadership

Role & responsibilities : Conduct weekly meetings with respective business managers. Consult with line management, providing HR guidance when appropriate. Analyse trends and metrics in partnership with the HR group to develop solutions and policies. Manage and resolve complex employee and labour relations issues. Acquainted with Labour Laws & Statutory Compliance. Provides HR policy guidance and interpretation. Maintain in-depth knowledge of core HR functions. Develop contract terms for new hires, promotions and transfers. Provides guidance and input on business unit restructures, workforce planning and succession planning. Design and implement Performance Management System in the units assigned. Identify training needs for all departments and individual executive coaching needs. Participate in evaluation and monitoring of training programs to ensure success. Performs other related duties as assigned.