AGM - HR

OVERALL PURPOSE OF THE JOB The role serves as a strategic integrator and execution catalyst across all/some pillars under the COE of C&B, Performance, Digital, Analytics, HR Operations, Controllership & People Policies. The role holder will connect the dots across multiple areas spanning compensation, performance, digital, analytics, controllership, and policy initiatives, ensuring synergy, discipline in execution, and measurable business impact. Acting as a bridge between strategy and delivery, the role combines data-driven insights, operational governance, and forward-looking advisory to enable effective decision-making by the HR Leadership, Management Committee (CODI), and Business Heads. In summary, this role acts as the connector across C&B, Performance, Digital, Analytics, HR Operations, and Controllership—driving seamless execution, data-driven insights, and governance to help the function run efficiently today while shaping what’s next for HR at Pernod Ricard India. The role will have few focus areas in scope. KEY RESPONSIBILITIES Strategic Orchestration & Execution Act as the integrator across few areas within Compensation & Benefits, Performance, Digital, Analytics, HR Operations, and Controllership initiatives Drive implementation of key projects, ensuring alignment with business priorities and HR strategy. Translate strategic objectives into executable roadmaps, with clear metrics, ownership, and timelines. Monitor progress, outcomes, and utilisation of initiatives and ensure visibility of results across stakeholders. Organization Effectiveness Conduct periodic reviews of spans, layers, and structural efficiency across the organization. Partner with HRBPs and business leaders to drive organization design optimization and pyramid efficiency along with build-up of skills-based organization Provide data-driven recommendations to support workforce planning, and cost-effectiveness. Serve as the SME on job evaluations (WTW GGS- Willis Towers Watson's Global Grading System) for the organization. Governance & Monitoring Oversee both P&B (People & Benefits) and Non-P&B HR budgets throughout the year. Work with HR Operations team to ensure efficiency in reporting & management. Support periodic reporting on HR financial metrics, productivity, and utilization to CODI, Finance Planning, and HR leadership. Identify trends, track variances, and recommend course-corrective actions to optimize spend efficiency. Ensure governance and transparency in HR non-P&B budget utilization. Forward-looking Insights & Advisory Translate complex HR and financial data into actionable insights and strategic recommendations. Anticipate risks and opportunities (attrition costs, SG&A overruns, third-party inefficiencies, etc.) and proactively inform, identify solutions for these to leadership. Support leadership discussions – with the HRLT & the Business leaders - on organization design, people investments, workforce optimization, and policy evolution through data-backed insights. Policy & Program Governance Assess effectiveness, adoption, and ROI of HR programs and interventions. Partner with HRBPs and communication teams to refine design and execution based on insights from implementation feedback. 3rd Party Workforce Efficiency Support the governance of third-party workforce management in collaboration with Admin, Commercial, and Industrial Operations teams – with Admin team in the lead. Drive efficiency and optimization in workforce numbers, cost structures, and contractual design. KEY INTERFACE INTERNAL: PRI CODI Business/ Functional Heads both international and domestic PRI CFO & Finance Controller, Finance Planning, Tax teams HR Team – local, HQ & other affiliates Legal Transformation Technology Team – to drive automation, process improvements Corporate Communication – collaborate on effective communication on all aspects of Total Rewards EXTERNAL: External HR Service Providers/Consultants KEY PERFORMANCE INDEX Ensure people cost (SG&A and Ops) is within the contracted P&L metric. Budget utilization efficiency and variance reduction. Improved governance, transparency, and policy adherence Accuracy, integrity, and reliability of HR and financial data. Timeliness and quality of insights delivered to leadership. Adoption of digital tools and analytics-driven decision-making. JOB REQUIREMENTS QUALIFICATIONS: Post Graduate in HR from a premier institute EXPERIENCE: 12+ years of total experience largely in a multinational environment. FMCG/ Manufacturing Industry experience is useful. Blend of Consulting & Corporate experience. Strong ability to provide HR consultation to functional heads and employees on HR issues regarding staffing, compensation, HR policies and performance management & represent geography in global/regional forums. Proven experience in managing data-driven decision-making, budget governance, or enterprise-wide HR projects. Demonstrated success in implementing HR systems and processes across organizations & industries. An out-of-the-box thinker committed towards growth of people within the organization and clearly focused on bottom line. FUNCTIONAL COMPETENCIES Strong analytical and problem-solving ability; proficiency in data visualization and interpretation. Deep understanding of HR processes, systems, and financial linkages. Strategic thinking with an ability to execute hands-on with agility. Strong stakeholder management, influencing, and communication skills. Proficiency with HR systems (Workday preferred) and understanding of reporting tools (Power BI, Tableau, etc.). Proficient in job evaluation methodology {WTW GGS /IPE( Internal Position Evaluation)}. Collaborative, detail-oriented, and business-outcome focused mindset. Job Posting End Date: Target Hire Date : Target End Date :