AVP - People & Culture

Key Responsibilities

Organization Design and Workforce Planning
- Partner with business leaders to design organizational structures that support business strategy, growth, and operational effectiveness.
- Assess roles, reporting lines, spans of control, workforce capabilities, and resource requirements.
- Lead organization design and restructuring initiatives, including role clarification, job architecture, and change planning.
- Develop workforce plans that align headcount, skills, and talent needs with organizational priorities and budgets.
- Support leaders through organizational change, communicating impacts and helping teams transition effectively.

Performance Management
- Design and oversee an organization-wide performance management framework linked to business goals and organizational priorities.
- Establish clear goal-setting, performance review, feedback, and calibration processes.
- Coach managers to set meaningful objectives, provide ongoing feedback, and address performance issues constructively.
- Use performance insights to identify high performers, development needs, succession risks, and organizational capability gaps.
- Review the effectiveness and consistency of performance processes and recommend improvements.

Payroll Management
- Oversee accurate and timely monthly payroll processing.
- Manage payroll inputs, including attendance, leave, incentives, reimbursements, bonuses, and full-and-final settlements.
- Ensure payroll practices comply with applicable labour laws, tax requirements, and statutory deduction rules.
- Coordinate with payroll vendors, Finance, and auditors on payroll governance and reporting.
- Review payroll reconciliations and management information system (MIS) reports.

Benefits Administration
- Design and administer employee benefits, including health, personal accident, and life insurance; wellness and employee assistance programs; and retirement benefits.
- Manage employee enrolment, claims support, renewals, and vendor relationships.
- Assess the competitiveness of benefits and recommend improvements.
- Promote employee awareness and use of available benefits.

Compliance and Governance
- Ensure compliance with applicable laws and requirements, including EPF, ESIC, Shops and Establishments legislation, gratuity, maternity benefits, wages, bonuses, equal remuneration, POSH, and Labour Welfare Fund requirements.
- Lead internal and external HR and statutory compliance audits.
- Maintain statutory registers, records, and supporting documentation.
- Develop and implement HR policies aligned with business needs and regulatory requirements.
- Identify and mitigate compliance risks through effective governance and controls.

Employee Lifecycle Management
- Oversee the employee lifecycle, from workforce planning and recruitment support through onboarding, development, performance management, engagement, internal mobility, employee relations, and exit management.
- Support a consistent, positive employee experience at every HR touchpoint.
- Maintain accurate HRIS data and employee records.

Employee Relations and Culture
- Serve as a trusted advisor to leaders and employees.
- Manage grievances, disciplinary matters, and workplace investigations.
- Support conflict resolution and promote a respectful, positive work environment.
- Lead employee engagement and culture initiatives.
- Partner with business leaders on change management and workforce planning.

HR Operations and Process Excellence
- Build scalable HR processes and governance frameworks.
- Monitor HR service levels, productivity measures, and delivery standards.
- Lead HR digitization and automation initiatives.
- Develop dashboards and MIS reports to support leadership decisions.
- Maintain complete, audit-ready HR documentation.

Leadership and Strategic HR Partnership
- Partner with business leaders to align HR priorities with organizational objectives.
- Advance organizational effectiveness, workforce productivity, and talent retention.
- Develop succession-planning and talent-management frameworks.
- Lead and mentor HR team members.
- Support organizational growth through practical, people-focused strategies.

Key Performance Indicators

- Organization design effectiveness and workforce-plan delivery
- Performance management completion, quality, and alignment with business goals
- Payroll accuracy and timeliness
- Compliance audit results and statutory filing adherence
- Employee engagement scores
- Attrition and retention
- Onboarding effectiveness
- HR service-level adherence
- Employee grievance resolution times
- Benefits utilization and employee satisfaction
- HR process automation and efficiency improvements

Qualifications

- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- MBA or PGDM in Human Resources preferred.
- Relevant certifications in HR, compliance, payroll, or labour law are an advantage.

Experience

- 10–15 years of progressive HR experience, with expertise in payroll, compliance, HR operations, employee relations, organization design, and performance management.
- For an AVP-level appointment, 15+ years of HR leadership experience and a demonstrated record of leading enterprise-wide HR operations, organizational change, and people strategy.

Required Competencies

- Organization design and workforce planning
- Performance management and talent development
- Payroll and compensation management
- Labour law and statutory compliance
- HR operations and service excellence
- Employee relations and benefits administration
- HR analytics and MIS reporting
- Policy development and stakeholder management
- Leadership and team management
- Change management and process improvement
- HR automation and digitization
- Strong communication and problem-solving skills

Preferred Traits

- Detail-oriented, with a strong governance mindset
- High integrity and discretion
- Business-focused and solution-oriented
- Comfortable working in fast-growing, dynamic environments
- Strong sense of ownership and ability to execute

Payroll Management, Labor Law Compliance, HR Operations

HR Analytics, Statutory Compliances, Payroll