Chief Human Resources Officer - NGO

1. POSITION VACANT: Chief Human Resources Officer, Mobile Creches, New Delhi

2. ORGANIZATIONAL BACKGROUND:

Mobile Creches (MC), is a highly respected and pioneering Indian NGO operational since 1969. The organisation reaches early childhood development (ECD) services to more than 45,000 marginalised young children each year, through workplace and urban creches and daycare centres, in different cities of India. MC adopts a multi-pronged approach focusing on quality childcare services, capacity building, evidence building, and agenda amplification.

In the strategic five-year period commencing April 2022, MC has been working towards scaling-up access to quality ECD services to half a million children, by extending operations from the Delhi NCR region to multiple states across India.

MC is recognized for its good governance in the CSO world, demonstrated by its fair and progressive policies. MC is certified as a Platinum organization by Guidestar, recognized as a Great Place to Work, and also won the coveted Mahatma Award in 2023.

For more information, please visit: https://www.mobilecreches.org/

3. JOB DESCRIPTION/ RESPONSIBILITIES:

MC is looking to hire a seasoned HR professional for the role of Chief Human Resources Officer (CHRO), providing strategic guidance and oversight to its People and Culture processes and practices during this phase of ambitious expansion.

Reporting to the Chief Executive Officer, the CHRO shall play a critical role in overseeing all aspects of human resources, including, but not limited, to talent management, employee engagement and relations, performance management, compensation and benefits, learning and development, HR compliances, and the deployment of tech tools for HR functions.

S/he shall lead by example, and in close collaboration with the leadership team, play a key role in making MC's People and Culture functions, future fit.

Key Job Responsibilities:

(A) Strategic Leadership (Apply Domain Expertise to Prepare

and Sustain the Organization During its Rapid Scaling Period)

(1) Develop, inform, and implement HR strategies and policies that support the organization's growth objectives, in line with anticipated future work needs and trends;

(2) Partner with the executive leadership to embed, drive, and reinforce the organization's culture and employee engagement initiatives;

(3) Provide strategic guidance and counsel to senior management on all HR-related matters;

(4) Establish ethical leadership, lead by example, and demonstrate integrity, fairness, and principled behavior in all HR practices and decisions.

(B) Talent Acquisition and Management (Lead Talent

Acquisition Efforts to Attract, Hire, and Retain Exceptional Talent)

(1) Develop and implement strategies for career advancement and succession planning across key positions;

(2) Oversee Performance Management processes, ensuring effectiveness for goal setting, performance evaluations, professional development planning, and reward structures to keep people motivated and drive performance;

(3) Offer one-to-one, group coaching support for specific team members, if required.

(C) Employee Relations and Engagement (Initiate Culture

Refresh Steps Whilst Preserving Core Culture and Values to

Foster a Positive Work Environment and Adapt MC to Changing Times:

(1) Manage employee relation issues by ensuring compliance with the organization's policies and procedures;

(2) Strengthen initiatives to enhance diversity, equity, and inclusion across the organization;

(3) Lead in designing Organizational Development (OD) activities for improving individual and collective effectiveness;

(4) Manage, allocate, and track the Employee Cohesion budget for team engagement events.

(D) Compensation and Benefits (Develop and

Administer Competitive Compensation Benefits programs:

(1) Ensure compliance with legal requirements such as the Minimum Wages Act, PF and Gratuity, ESIC, IT, and others;

(2) Regularly review and benchmark compensation and benefits packages to ensure alignment with market trends to stay competitive.

(E) Learning and Development (Develop and Oversee

Employee Development Programs to Enhance Skills and

Capabilities Addressing Individual Aspirations and Organizational Needs)

(1) Regularly partner with internal stakeholders to conduct Training Needs analysis to identify skill gaps and address areas for professional growth;

(2) Collaborate to foster a culture of continuous learning and development through various initiatives including formal training, coaching, etc. aligning with the changing landscape of the social sector, the needs of the individual, and the organization.

(F) HR Compliances (Ensure Compliance with Applicable National,

State, and Local Employment Laws and Regulations as well as Global Trends Affecting the Non-profit Sector to Mitigate Legal and Reputational Risks to MC)

(1) Ensure that the Service Rules are in compliance with the laws in different states and that all HR functions, from appointments to Leaves, Disciplinary actions, retirement, etc. are in alignment with these rules;

(2) Oversee HR practices to ensure compliance with MC Service Rules;

(3) Oversee HR audits and investigations as needed;

(4) Ensure timely and right implementation of POSH and Child Safeguarding guidelines with the mandatory training carried out.

(G) Enhance Adoption of HR Technology and Data Analytics (Streamline HR Processes, Make Data-driven Decisions, and Improve Organizational Effectiveness)

Apply technological innovation to find solutions for systems to be more efficient and bring agility towards achieving the overall organizational impact.

4. QUALIFICATIONS, EXPERIENCE AND COMPETENCIES:

Qualification:

Applicants must be postgraduates in Human Resources/ Industrial Relations from a reputed institution. Possession of Human Resource certifications in areas such as Talent Management, Leadership Coaching, and Diversity and Inclusion, shall be advantageous.

Experience:

(1) Applicants should have 12-15 years of work experience in the development/ corporate sector of which at least five years must be in a senior role leading the function;

(2) Experience in leading change management processes and effectively managing transition phases shall be preferred;

(3) Demonstrated experience in building rapport across all levels, from frontline field staff to Board members, donors, and other relevant stakeholders.

Skills and Competencies:

(1) Proven track record of developing and implementing HR strategies that drive business results;

(2) Strong and empathetic leadership skills with the ability to build and lead high-performing teams and lead the People and Culture function at a strategic level;

(3) Demonstrated ability to understand and incorporate employment laws across various states;

(4) Strategic thinker with the ability to anticipate future HR trends and challenges;

(5) Demonstrated experience in leading and managing HR processes for 500+ workforce across multiple locations;

(6) Ability to make decisions with regard to all internal HR processes;

(7) Ability to work collaboratively as a member of the Senior Leadership Team and contribute to joint decisions for the overall organizational betterment;

(8) Proven ability to anticipate and mitigate any HR-related risks for the organization;

(9) Ability to utilize technology and analytics to streamline HR processes and make data-driven decisions.

5. COMPENSATION OFFERED: Gross compensation budgeted for the position is attractive. Offers shall be commensurate with qualifications, experience, and salary history. (Note: The selected candidate will be given an initial contract for one year renewable based on performance.)

6. LOCATION: New Delhi

7. REFERENCE: CHRO-MC

8. CONTACT INFORMATION:

Team SAMS

Strategic Alliance Management Services P Ltd.

1/1B, Choudhary Hetram House, Bharat Nagar

New Friends Colony, New Delhi 110 025

Phone Nos.: 011- 4081 9900; 4165 3612

9. APPLICATION PROCESS:



Eligible candidates interested in the position can apply using the link https://bit.ly/Apply-CHRO-MC by or before June 20, 2024.