▪ Partner with CoE to develop and execute HR strategies and programs focused on recruitment, talent management, succession, performance management, learning & development, organizational design & effectiveness, position criticality and employee engagement. ▪ Partner with the CHRO and CTO to align HR strategies with business objectives and deliver expert HR consulting and support.▪ Analyse and plan workforce requirements needed to best meet business demand, within the agreed limits of approved budget. Ensure top talent is hired with in TAT and promote diversity.▪ Run Talent Reviews & determine talent segregation, future readiness, bench strength and functional maturity. ▪ Ensure Dynamic Performance Management Cycle is well driven, with continues feedback sessions and Individual Development Plans to enhance performance.▪ Develop learning programs and career development initiatives for employees.▪ Address employee relations issues in accordance with legal and company policies.▪ Collaborate on compensation and benefits practices, ensuring competitive benchmarking and managing the year-end salary review process.▪ Implement change management strategies and facilitate process adoption for organizational transformation.▪ Leverage HR analytics and metrics to provide data-driven insights and present key HR trends to leadership.

▪ Design, develop and implement talent and learning programs including performance management, talent review, succession planning, employee growth, employee retention and engagement.▪ Conducted comprehensive assessment using 360-degree feedback and capability gap analysis, enabling the identification and targeted development of high-potential employees to strengthen the leadership pipeline.▪ Run Talent Review Processes & determine Organization’s talent maturity. ▪ Drive internal talent movement to match high potential talent with opportunities using the development plans and succession planning data.▪ Lead process and program improvement initiatives to drive cross-functional HR workstreams.▪ Monitor and analyze talent metrics to identify trends and make data-driven decisions to improve talent management processes.▪ Integrate a well-rounded blend of learning methods and incorporate 70-20-10 model. ▪ Deliver engaging, customized leadership workshops and partner with top consultants and trainers to deliver specialized training modules.

▪ Implement Talent Management Processes and identified & segregate internal talent. ▪ Design implement & roll out Competency Framework catering to Leadership & Functional/ Technical requirements of the Organization.▪ Roll out Talent Review Meetings & determine Organization’s talent bench strength and maturity. ▪ Design and rollout performance management system, train and conduct required workshops and sessions with HR Business Partners and Leadership, endorsing a performance-oriented culture.▪ Design and roll out Individual Development Plans to build capabilities and future readiness of top-tier talent and future successors. ▪ Rollout Capability Assessment Processes & determine competency Gaps. ▪ Design learning and coaching programs to help retain top-tier talent.▪ Developed and implement comprehensive, tailored High-Potential (HiPO) programs to strategically nurture and empower top talent, equipping them with critical skills and opportunities to accelerate their growth and readiness for future leadership roles ▪ Leading initiatives to transform the organization's culture by promoting a positive, inclusive, and collaborative work environment.▪ Data analysis, reports, and insights in connection to different Talent Management Process.

▪ Design and implement a comprehensive talent acquisition strategy aligned with the company's objectives and growth plans.▪ Lead, mentor, and develop a high-performing talent acquisition team across different regions, ensuring alignment with company goals and values.▪ Develop an Employer Branding strategy and drive initiatives to enhance employer branding and create a positive candidate experience throughout the recruitment process.▪ Lead entire recruitment lifecycle, exploring avenues for automation, digitization, and streamlining. ▪ Position TA as a strategic advisor to business leaders on talent-related matters. Collaborate closely with internal stakeholders, including HR Business Partners, hiring managers, and senior leadership, to understand talent needs and align recruitment efforts accordingly.▪ Establish key performance indicators (KPIs), utilize data and analytics to track recruitment metrics, measure the effectiveness of talent acquisition efforts, and identify areas for improvement.▪ Champion diversity, equity, and inclusion initiatives within the talent acquisition’s remit, ensuring diverse candidate slates and promoting an inclusive hiring culture.

▪ Support Head office and Regional Offices for recruitment of expatriates and host country national professionals. ▪ Determine current staffing needs and produced forecast and implementation of placement programs. ▪ Drive the TNA exercise and competency-mapping across the board and plan the training calendar, to execute initiatives for all departments ▪ Tracking and monitoring the L&D budget and suggesting improvements for smarter spending▪ Management of the Learning Management System (LMS), and it’s up gradation in conjunction with the IT team.▪ Liaising with vendors and consultants for solution development.▪ Track key HR KPIs and analyze data and consolidate monthly report / dashboard.