HR Head

The Head- People and Culture will ensure congruence between the HR and programme / business functions and work in close partnership with programme leaders to provide strategically critical support to these functions in terms of organogram design and competency mix, staffing, team culture, performance management, and employee relations.

For achieving this congruence and delivering on the partnership mandate, the Head- P&C will deploy expertise on HR best practices, analytics, and contextualized appreciation and solution building and collaborate with the Foundation leadership team, and programme leadership.

As a core member of Foundation's country leadership team, the Head- P&C will play an instrumental role in strategy, organization-wide process building and improvements, and representation with strategically important external leaders and as a key advisor on initiatives, issues, and opportunities related to talent management and organizational health.

The Head- P&C must be driven, flexible, and resilient. They should be able to function independently and be comfortable working and coordinating the operations of cross-functional teams. They should be highly adept at managing and excelling in uncertainty, analytical, and have a strong commitment to excellence. Foundation places immense value on relevant personal qualities: leadership and high emotional quotient, humility, resourcefulness, creative problem solving, energy, and work ethic.

Key Responsibilities:

1. Talent Strategy & Organizational Development-

Develop and execute a comprehensive talent strategy aligned with the organization's overall objectives, focusing on organizational growth, team culture, and high performance.

Collaborate with leadership to design optimal organograms, determine the right competency mix, and ensure alignment between business goals and HR functions.

2. Learning, Development & Employee Engagement-

Lead and implement initiatives focused on learning and development, including leadership training, skill building, and career advancement pathways.

Drive employee engagement through strategic programs that foster inclusivity, empowerment, and a high impact working environment.

Develop retention strategies and processes that enhance employee commitment, job satisfaction, and career growth.

3. Performance Management & Talent Optimization-

Oversee and refine performance management systems, ensuring continuous feedback, employee growth, and alignment with organizational objectives.

Implement talent optimization strategies to enhance workforce performance, including setting clear performance expectations, tracking success, and providing necessary developmental resources.

4. Compensation, Benefits & Workforce Planning-

Lead the design and execution of compensation structures, benefits programs, and total rewards strategies that are market competitive and aligned with the organization's values and goals.

Ensure HR processes for compensation, payroll, and benefits are compliant, streamlined, and transparent.

Oversee workforce planning, ensuring the right balance of full-time employees, temporary resources, and consultants to achieve strategic goals.

5. Compliance & Legal Framework

Ensure adherence to all applicable labour laws, employment regulations, and company policies, with a focus on compliance in compensation, hiring, and employee relations.

Handle employee relations issues effectively, ensuring fair and ethical treatment while resolving conflicts and disputes.

6. Talent Acquisition & External Partnerships

Implement innovative recruitment strategies to attract top talent across diverse sectors, ensuring that the foundation meets its staffing needs effectively.

Foster relationships with external talent sources, industry leaders, and educational institutions to build a pipeline of skilled professionals.

Lead the hiring process for senior-level positions, working closely with program heads to align hiring with organizational goals.

7. Organizational Health & Culture

Measure and improve organizational health, assessing the work culture and identifying areas for enhancement.

Champion Foundations values across the organization, ensuring that they are embedded in everyday operations, decision-making, and team dynamics.

8. Strategic Leadership & Advisory

Serve as a strategic advisor to the CEO and senior leadership team on talent management, organizational development, and employee relations.

Play an active role in the strategic direction of Foundation, advising on organizational structure, change management, and talent initiatives.

9. Other Responsibilities

Oversee HR administration, including HRIS, payroll processing, and legal compliance.

Contribute to organization-wide process improvements and collaborate with other leaders to achieve strategic objectives.

Any other tasks as assigned by the CEO.

Key Requirements:

Masters Degree with minimum of 12 years proven HR generalist experience of which atleast 3 years should be in a leadership role.

Ability to communicate effectively with a diverse group of employees and outside contacts at all levels.

Expertise in recruitment, creative sourcing, and applicant pipeline development

Experience in outreach strategy and assessment tools

Experience in developing HR systems and processes.

Prior experience managing employee relation issues within the India country context.

Strong knowledge of Indian labour laws.

Self-motivated, and capable of working independently as well as with a team.

Ability to provide good customer service with patience and sense of urgency.

Ability to multi-task and work in a fast-paced environment with limited structure

Adept interpersonal skills; strength in developing and maintaining client management relationships.