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Senior Director Human Resources
2 months ago
About T-Hub Foundation :
T-Hub, headquartered in Hyderabad, India, leads the nation's innovation ecosystem and stands as the world's largest innovation hub. Recognized as India's Best Incubator and National Technology Business Incubator, T-Hub plays a vital role in connecting startups with corporations, academia, and government entities to foster innovation. It has facilitated access to cutting-edge technology, customers, corporate connections, investors, mentors, and essential resources for over 2,000 startups, both nationally and internationally, promoting disruptive and open innovation.
With a robust track record, T-Hub has nurtured a diverse community comprising over 2,000 startups, 200+ mentors, and 110+ corporate engagements. These startups have collectively raised an impressive $1.9 billion in investments, showcasing the impact and effectiveness of T-Hub's initiatives.
Position Overview :
We are seeking an accomplished and visionary Senior Director of Human Resources with a strong background in developing culture, driving employee engagement, and aligning HR strategy with organizational goals. This leader will play a critical role in shaping our work environment, implementing talent strategies, and optimizing HR processes to support T-Hub’s continued growth and success.
Key Responsibilities :
1. Culture and Employee Engagement
Lead initiatives to enhance and promote a strong, cohesive, and positive workplace culture that reflects T-Hub’s mission and values.
Build a culture of belonging, inclusivity, and psychological safety, ensuring that all employees feel valued and engaged.
Create programs that support employee well-being, motivation, and work-life balance
2. Employee Development & Growth
Champion a culture of continuous learning and development, providing employees with opportunities for career progression and skill enhancement.
Partner with department heads to create tailored learning programs that support both employee goals and business needs.
Develop leadership development programs and initiatives to grow internal talent and prepare the next generation of leaders.
3. Strategic HR Partnership (1)
Act as a trusted advisor to the executive team, collaborating closely to align human resources strategies with business goals.
Partner with leaders from other departments to drive performance, productivity, and strategic alignment.
Utilize data-driven insights to inform HR strategies, track the effectiveness of initiatives, and proactively address areas of improvement
4. Employee Retention and Talent Strategy (2)
Lead efforts to design, implement, and evaluate retention strategies, particularly for high-performing and high-potential employees
Develop data-driven approaches to understand drivers of retention and engagement, translating insights into actionable plans
Oversee the talent acquisition process, ensuring it aligns with long-term organizational needs, and lead succession planning to ensure a robust leadership pipeline.
Monitor employee satisfaction and retention metrics, regularly implementing improvements based on feedback and industry best practices.
5. Organizational Effectiveness and Cost Optimization (3)
Identify areas for improvement within HR processes and implement changes to enhance efficiency and reduce costs without compromising employee experience.
Optimize HR technology, tools, and resources to streamline workflows, increase transparency, and drive effectiveness
Regularly review and refine employee benefits and compensation programs to ensure they remain competitive and cost-effective
6. Strategic Planning and Company Growth
Contribute to the development of HR strategies and initiatives aligned with the company’s vision for growth and innovation
Lead efforts to anticipate future workforce needs, addressing them proactively through strategic talent planning and development
Partner with executive leadership to identify key growth opportunities and drive change management initiatives that prepare the workforce for organizational evolution
Qualifications & Experience
Experience: 18+ years of experience in Human Resources with a minimum of 8 years experience in HR strategy and HR partnership in reputed organizations.
Education : A Master’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field is required.
Skillset :
Proven experience in leading culture transformation initiatives and building high-performing HR teams.
Strong background in HR strategy, employee engagement, talent acquisition, and retention.
Experience as a trusted HR business partner, able to influence and advise C-level executives and senior leadership.
Excellent understanding of talent development practices, organizational effectiveness, and workforce planning.
Exceptional communication, interpersonal, and problem-solving skills
Preferred Attributes
Proven track record in a high-growth organization or non-profit environment.
Certification in HR (e.g., SHRM-SCP, SPHR) is a plus.
Demonstrated experience in cost optimization and maximizing the efficiency of HR functions.
Expertise in leading diversity, equity, and inclusion initiatives.
