Job Role

• Support the Head of HR/CHRO in developing and implementing HR plans, policies, and procedures.
• Lead training and development, succession planning, and leadership development initiatives.
• Drive employee engagement, wellbeing, recognition, and retention programs.
• Oversee end-to-end HR operations including recruitment, onboarding, payroll, HRIS, performance management, and employee welfare.
• Ensure compliance with labor laws, HR governance requirements, and statutory regulations.
• Manage employee relations, grievance handling, disciplinary matters, and labor-related issues.
• Guide, mentor, and develop HR team members to achieve operational excellence.
• Drive continuous improvement and innovation in HR processes and systems.
• Prepare HR reports, insights, and recommendations for senior management and the Board.
• Participate in leadership meetings and provide strategic HR input to support business objectives.
• Oversee HR systems, payroll governance, and compliance frameworks.
• Set performance standards, monitor team performance, and build a high-performing HR function.

Requirements

• Bachelor's Degree in Human Resource Management, Business Administration, or a related field.
• MBA or professional HR qualification (CIPM/CHRM/SHRM or equivalent) preferred.
• 8–10 years of progressive HR experience, including at least 3–5 years in a senior managerial or deputy-level HR position.
• Strong knowledge of HR strategy, HR operations, labor laws, and employee relations.
• Experience in talent acquisition, succession planning, leadership development, and performance management.
• Sound knowledge of payroll administration, HRIS, and statutory compliance requirements.
• Proven ability to lead and develop HR teams.
• Excellent leadership, communication, interpersonal, and stakeholder management skills.
• Strong analytical, problem-solving, and decision-making abilities.
• Ability to work collaboratively with senior management and contribute to organizational strategy.
• Experience in handling employee grievances, disciplinary matters, and labor-related issues.
• High level of integrity, professionalism, and confidentiality.