Director - Human Resources

The Director - Human Resources (DHR) will lead and strengthen the HR function during a critical transformation period. Reporting to the Country Director, the DHR will develop HR strategies aligned with organizational goals, manage change initiatives, ensure compliance, and enhance the organization's work environment.

The role requires a hands-on leader adept at documenting and implementing policies, systems, and processes to drive operational excellence and sustainability.

Key Job Responsibilities:

A. Strategic HR Leadership and Change Management

(1) Lead Change Management Initiatives:

(a) Manage organizational change, including restructuring and staff transitions;

(b) Foster a culture that is adaptable and resilient.

(2) Formulate and Drive HR Strategy:

(a) Develop HR strategies supporting business goals across units and geographies;

(b) Align HR initiatives with organizational objectives.

(3) Implement HR Policies and Systems:

(a) Document and institute HR policies, systems, and processes organization-wide;

(b) Ensure policies are up-to-date, compliant, and effectively communicated;

(c) Engage teams to implement practical solutions.

B. Talent Management and Development

(1) Enhance Talent Strategy:

(a) Analyze talent strengths and gaps;

(b) Implement talent management practices and learning initiatives to address gaps.

(2) Leadership Development:

(a) Develop leadership programs utilizing internal and external resources;

(b) Focus on retention and knowledge management.

(3) Recruitment Excellence:

(a) Elevate the organization's employer brand to attract top talent;

(b) Drive efficiency and effectiveness in the recruitment process.

C. HR Policy Development and Compliance

(1) Develop HR Policies:

(a) Proactively create and update comprehensive HR policies and procedures;

(b) Standardize processes for consistency and compliance;

(c) Establish systems for regular policy reviews.

(2) Ensure Regulatory Compliance:

(a) Monitor and implement changes to meet legal and regulatory requirements, including FCRA compliance;

(b) Maintain high standards of compliance in all HR practices.

(3) Risk Management:

(a) Conduct regular risk assessments;

(b) Inform management on risks related to legal matters and code of conduct.

D. Employee Relations and Engagement

(1) Enhance Employee Engagement:

(a) Foster open communication;

(b) Support employees affected by organizational changes;

(c) Create a high-performance, empathetic, and collaborative culture.

(2) Develop Retention Strategies:

(a) Implement initiatives to retain high-performing staff;

(b) Support diversity and inclusion efforts.

(3) Onboarding and Contracting:

(a) Oversee contracting processes, ensuring clarity and legal compliance;

(b) Develop onboarding programs for new and transitioning employees.

E. Performance Management and HR Analytics

(1) Monitor Employee Performance:

(a) Implement systems to track performance, productivity, and engagement;

(b) Lead HR analytics and produce dashboards across HR processes.

(2) Compensation and Benefits Management:

(a) Advise on compensation and benefits trends;

(b) Develop recommendations to maintain competitiveness while meeting goals.

F. Technology and Innovation in HR

(1) Lead HR Digital Transformation:

(a) Implement technology solutions to streamline recruitment, onboarding, and performance management;

(b) Enhance HR efficiency through technology.

G. Stakeholder Management and External Representation

(1) Stakeholder Engagement:

(a) Collaborate with leadership, staff, and external partners;

(b) Represent the organization in appropriate forums.

(2) Budget and Operations Management:

(a) Oversee HR operations, business planning, and budgeting;

(b) Allocate resources efficiently to develop and maintain HR systems and processes.

4. QUALIFICATIONS, EXPERIENCE AND COMPETENCIES:

A. Qualification and Experience:

(1) Applicants must be Master of Business Administration (MBA-HR) / Master of Human Resources Management (MHRM) or equivalent.

(2) Minimum 15 years in the HR domain;

(3) At least 5 years in a senior management role with strategic involvement;

(4) Demonstrated experience in documenting and instituting HR policies, systems, and processes;

(5) Expertise in performance management, talent development, employee relations, and rewards management;

(6) Experience in organizational restructuring within large non-profits;

(7) In-depth understanding of Indian labor laws, including FCRA compliance.

B. Preferred Experience:

(1) Experience in non-profits undergoing significant transformation;

(2) Proven track record in change management and culture building;

(3) Experience leveraging HR technology solutions.

C. Soft Skills:

(1) Hands-on and Grounded Approach;

(a) Willingness to engage directly with HR processes at all levels;

(b) Comfortable working both strategically and operationally;

(2) Integrity, Respect, and Responsibility;

(3) Resilience and Adaptability;

(4) Excellent Communication Skills;

(a) Fluency in Hindi and English;

(b) Proficient in conveying complex information clearly and sensitively;

(5) Professional and Courteous;

(6) Self-Starter and Proactive;

(7) Organizational Skills: Ability to manage multiple projects and initiatives and deliver work on time;

(8) Collaborative Approach;

(a) Effective teamwork across functions;

(b) Ability to motivate and inspire.

D. Competencies

(1) Drive Change and Innovation;

(a) Promote continuous improvement and breakthrough solutions;

(b) Embrace innovations that improve results;

(2) Develop Others;

(a) Provide coaching, instruction, and feedback;

(b) Empower people to make decisions;

(3) Demonstrate Openness and Flexibility;

(a) Seek different perspectives;

(b) Adapt attitudes and behavior to work effectively with others;

(4) Communicate Effectively;

(a) Share information necessary for decision-making;

(b) Keep people informed about changes and decisions;

(5) Manage Complexity;

(a) Clarify issues in complex situations;

(b) Balance competing priorities;

(c) Make timely decisions in ambiguous situations;

(6) Strategic and Operational Thinking;

(a) Align HR strategies with organizational goals;

(b) Implement practical solutions to complex challenges.