Talent Strategist

This role plays a pivotal part in shaping the culture of our organization, working closely with passionate professionals and leaders to design people practices that directly impact student success.

The HR Manager will be responsible for talent management, performance development, compliance, employee engagement, and maintaining HR metrics. This role demands a balance between strategic HR initiatives and day-to-day people operations, ensuring a motivated workforce and alignment of HR practices with business goals.

• Drive end-to-end recruitment for faculty, counsellors, academic leaders, and support staff.
• Build talent pipelines through campus hiring, referrals, and professional networks.
• Partner with business heads to forecast manpower requirements and ensure timely fulfilment.
• Strengthen employer branding to attract high-quality educators and professionals.

Talent Acquisition & Management:

• Design and execute structured onboarding and induction programs.
• Maintain employee records and HRIS data.
• Oversee probation, confirmation, transfers, and exit processes.

Management & Development:

• Anchor the appraisal process, including goal setting, mid-cycle reviews, and annual performance assessments.
• Work with leadership to define role-specific scorecards and KPIs.
• Identify training needs and coordinate with Learning & Development for faculty, counsellors, and team members.

Engagement & Culture Building:

• Drive engagement initiatives across centers to boost morale and reduce attrition.
• Establish systems for grievance redressal and conflict management.
• Run recognition and reward programs to retain high performers.
• Promote our culture of accountability, learning, and growth.

HR Operations (excluding payroll):

• Ensure compliance with statutory requirements.
• Manage HR audits, employee documentation, and policy adherence.
• Keep policies updated as per legal and organizational requirements.

Metrics & Analytics:

• Track, maintain, and report key HR metrics such as time-to-hire, offer-to-joining ratio, employee attrition & retention rates, employee engagement scores, training effectiveness scores, performance review closure rates, and more.
• Prepare periodic HR dashboards for leadership review.
• Use insights from HR data to recommend improvements in processes and initiatives.

HR Initiatives:

• Partner with leadership to align HR strategy with business goals.
• Drive succession planning and leadership pipeline initiatives.
• Implement HR tech tools to improve efficiency and employee experience.