VP / AVP Finance

• I. Talent Management & Workforce Planning
  Partner with business leaders to forecast talent needs for Sales, Projects,Engineering, Marketing, CRM, Support & Site\-based roles.
• Lead internal mobility & succession planning for critical positions such asProject Managers, Sales Leaders, CRM Heads, etc.
• Develop and execute strategies to attract, retain & grow top talent in ahighly competitive real estate market.
  Lead organizational design interventions during business expansion or restructuring.
• II. Employee Engagement & Culture Development
  Design and implement annual engagement calendar: R&R programs, Leadership connect sessions, Townhalls Culture\-building & employee wellbeing initiatives
• Events at projects during launches, handovers, and customer interactions (Realestate specific)
• Conduct engagement surveys and pulse checks; drive action plans to improvemorale & retention.
• Create communication frameworks to keep site teams integrated with corporateculture.
• III. HR Business Partnering & Employee Relations
  Act as strategic partner to Business Heads \driving HR solutions for sales,project execution, support & admin teams.
• Regularly visit construction sites to understand on\-ground challenges andresolve workforce issues.
• Manage employee grievances with sensitivity and compliance to labour laws.
• Ensure smooth employee onboarding at both corporate & site offices,reducing early attrition.
• IV. Performance Management System (PMS)
  Lead the entire PMS lifecycle: Goal Setting Mid Review Final Appraisal Increment & Promotion Cycle. Coach managers on competency\-based feedback and objective performanceevaluation. Implement performance development plans, SKIP meetings, 1:1 reviews andleadership feedback integration. Drive pay\-for\-performance culture across functions \sales revenue,construction milestones, CRM closure rates, etc.
• V. Learning & Capability Development
  Build functional capability enhancement for: Sales conversion, Channel partner management (Sales) Project management, safety practices (Construction) Customer handling, RERA & handover experience (CRM) Develop role\-based skill matrix and learning journeys for talent pipeline. Evaluate training effectiveness and ROI linked to KPIs.
• VI. HR Analytics, Metrics & HR Digitisation
  Develop HR dashboards for: Attrition, Engagement Scores, Hiring TAT Productivity metrics by function (Sales velocity, Site progress KPIs, CRMresolution rates) Manning vs. revenue \/ project milestones Use data insights to present business\-focused HR improvement plans. Support automation through HRMS \/ Zoho People \/ ERP integrations.
• VII. Compliance, Policies & Governance
  Oversee statutory compliance across sites \ESIC, PF, Shops & EstablishmentAct, CLRA, BOCW (Real estate applicability). Update HR policies aligned with organisational growth & legal standards. Promote an ethical, harassment\-free workplace through awareness programs &reporting channels.
• Key Working Relationships
  Internal External Chief HR \/ MD \/ CRO Training & L&D Partners Sales, Projects, CRM, Legal Teams HRMS & Engagement Solution Vendors Admin, Finance, HSE Teams Government & Compliance Authorities Site HR & Project Support Teams Consultants & Recruitment Partners

Requirements

Qualifications & Skills
Education MBA \/ MSW \/ PG in HR Management \Tier 1\/2 preferred Experience 10+ Years in Talent Management, Engagement & HRBP roles Must have experience in Real Estate \/ Construction industry with corporate +project exposure Technical Competencies Talent Management & Succession Planning Performance Management & Competency Mapping Change Management & OD Interventions Policy Formulation & HR Compliances HR MIS \/ Analytics, HRBP tools, HRMS systems Capability Development Frameworks Labour laws relevant to real estate sites Strong stakeholder management with business alignment