Job Title: TBD (we are flexible as per overall fitment i.e.

candidate competence and overall

experience/core skills

Department: Human Resource

Role: HR Strategy Projects & Key Initiatives

Job Location: Delhi/Ahmedabad

Position report to: HR Head

DUTIES & RESPONSIBILITIES

 Partnering with HR Head in formulating an HR vision, deciding on a strategic HR direction,

and building plans to achieve organizations goals.

 Plans and facilitates the HR Strategic planning process, ensuring that comprehensive
strategies, plans and budgets are developed, approved and communicated both within HR and
to necessary functions.
 Providing advice to the business on compensation & benefits in line with statutory
requirements as well as the Company's philosophy and guidelines.
 Design and deployment of various compensation/benefits programs to drive organizational
performance through world-class practices of governance and employee experience.
 Deliver value through Total Rewards Strategies, policies and solutions that enhance the
attraction and retention of top talent.
 Keep abreast with new trend and best practices in the industry. Conduct
compensation/benefits research to define benchmarks & apply effective communication
strategies to implement the same.
 Enabling HRBPs to effectively partner with HODs/Business lead for delivering business
goals/objectives, measuring progress of employees on chosen metrics and rewarding excellent
employees. Manage the maintenance and execution of the Annual appraisal, standards of
performance and performance evaluation instruments. Ensure that organization-wide talent
management and performance management initiatives are focused and aligned with
organizational goals/objectives.
 To partner HODs/Business lead to develop SMART KRA/KPIs across roles/level/department.
To partner HODs/Business lead/Team Managers to define formulas/weightages to control the
outcome/rating during annual appraisal process. Evaluations and classifications of all KRA
sheets based on roles/department and ensuring SMART KRA/KPIs are well implemented.
 Provide professional expertise in the design, development, and implementation of the talent
review process to create an internal bench of talent.
 Identification of pivotal roles and successors for them in line with the succession planning
process of the organization. Having focused developmental strategy for the identified
successors
 Partnering with the HR Business Partners to ensure the delivery of key initiatives on time and
within budget, resource and policy.