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JOB DESCRIPTION JOB DESCRIPTION for all recruitment;

(2) Oversee an effective recruitment and onboarding process with a focus on diversity and inclusion;

(3) Develop strategic recruitment, development, and retention plans, to meet the human capital needed to operationalize the strategic plan;

(4) Evaluate and introduce improvements to processes and procedures along the employee life cycle from recruitment to onboarding;

(5) Conduct periodic organizational structure and staff deployment analysis, to improve operational efficiency, productivity, and quality.

B. Organizational Development and L&D

(1) Be the chief custodian of organizational values and culture and devise and implement strategies to drive and nurture the same;

(2) Be the key organizational change agent;

(3) Work with senior stakeholders to define and lead organizational transformation; Lead change management programs to support strategic objectives;

(4) Design, implement and oversee the ongoing evaluation of the organizations leadership and management training programs;

(5) Develop strategy and oversee implementation for leadership development across key positions;

(6) Ensure appropriate succession planning for all key positions and risk mitigation measures for any sudden departures of critical staff/ positions.

C. Staff Engagement and Retention

(1) Lead the development and execution of employee engagement and retention strategies, plans, and initiatives, including the development and execution of appropriate systems for feedback from employees;

(2) Lead on timely and important internal communications around organizational matters;

(3) Ensure policies on quality management, health and safety, legal stipulations, environmental policies, and general duty of care.

D. Team Management

(1) Provide leadership and direction to the HR team, ensuring that they are motivated, engaged, and working effectively to meet the organization's goals and objectives;

(2) Develop and implement HR team goals and objectives;

(3) Continuously monitor and evaluate the performance of the HR team to ensure that they are meeting the organization's needs.

E. Performance Management

(1) Oversee the performance management program employees, including ongoing feedback and coaching, periodic performance appraisals, and performance improvement plans;

(2) Facilitate the annual performance management cycle ensuring that performance assessments, promotions, and equity reviews are well managed, and meet organization needs with the highest level of transparency and integrity.

F. Compensation and Benefits

(1) Responsible for salaries and payroll management, including statutory compliances;

(2) Develop and implement comprehensive compensation plans and benefits that are benchmarked to industry practices;

(3) Oversee compensation and promotion practices and philosophy to ensure salary benchmarking, transparency, and equity;

(4) Oversee employee benefits administration, including management of external vendor relationships and performance;

(5) Track benefits trends, conduct and/or facilitate cost analysis, and ensure compliance with government regulations.

G. HR Policies & Compliance

(1) Develop and implement HR policy framework built around the organizations core mission, values and strategies;

(2) Monitor changes in laws, regulations and technology that may affect the organizations operations; Implement policy and procedural changes as required from time to time;

(3) Create HR policies, procedures, handbooks and guides; Communicate changes and interpret new policies to employees and managers;

(4) Ensure all regulatory and other compliances with regard to staff are duly fulfilled.

H. HR Operations

(1) Oversee HR operations to ensure that they are efficient, effective, and aligned with the organizations objectives;

(2) Develop and implement HR systems and tools to streamline HR operations and improve the employee experience.

I. Disciplinary Action

Responsible for the implementation of a strong disciplinary and legal follow-up system.

Any other responsibilities that may be arise/ required to be undertaken as per the organisations needs.

4. QUALIFICATIONS, EXPERIENCE AND COMPETENCIES:

Qualification and Experience:

Applicants must be post-graduates in Business Administration, or Social Work, with a specialisation in HR from a reputed institution.

Experience:

(1) Around 20-25 years of experience in HR, including five as head of the function;

(2) Experience of implementing people management systems, processes and practices, with reputed and well-managed organizations;

(3) Adept at payroll management and statutory compliances;

(4) Prior experience with I/NGOs shall be an advantage;

(5) Self-motivated, solution and results oriented.

Qualified female candidates are especially encouraged to apply.

Skills and Competencies:

(1) Strong affinity with social causes championed by HelpAge India - A commitment to the organisations role and mission;

(2) Excellent oral and written communication skills;

(3) High proficiency in English language is essential; Exposure to one or more regional languages shall be an advantage;

(4) Proven people management skills - excellent interpersonal skills and the ability to build and motivate teams across a broad array of disciplines and diverse geographies; Willingness and ability to undertake regular travel to program