Director - People Management

Our client is a respected international not-for-profit supporting the health of vulnerable and disadvantaged populations in more than 100 countries across the world including India. The organization works closely with the government to provide health solutions across the country.

With a headcount of more than a thousand, direct and indirect staff members in India, our client is looking to hire a Director - People Management (DPM) responsible for providing overall leadership of all HR functions.

The DPM shall plan, lead, direct, and develop HR strategies, programs, initiatives, and policies to meet strategic HR goals. S/he shall provide key support in the areas of OD, HR Policies, talent acquisition, engagement and retention, compensation and benefits, HR Operations , performance management, and Learning & Development.

This role requires a strategic thinker, capable of developing and administering the HR strategic plan in keeping with the organization's strategic vision. S/he shall work collaboratively with the senior management, line managers, the HR team, and other stakeholders, to build a culture of excellence and innovation.

Key Job Responsibilities:

(A) Organizational Development:

(1) Be the Chief Custodian of organizational values and culture and devise and implement strategies to drive and nurture the same;

(2) Be the key organizational change agent;

(3) Work with senior stakeholders to define and lead organizational transformation; Lead change management programs to support strategic objectives;

(B) HR Policies:

(1) Develop and implement HR policy framework built around the organization's core mission, values and strategies;

(2) Monitor changes in laws, regulations and technology that may affect the organization's operations; Implement policy and procedural changes as required from time to time;

(3) Create HR policies, procedures, handbooks and guides; Communicate changes and interpret new policies to employees and managers.

(C) Talent Acquisition:

(1) Oversee an effective recruitment and onboarding process with a focus on diversity and inclusion;

(2) Develop strategic recruitment, development, and retention plans, to meet the human capital needed to operationalize the strategic plan;

(3) Evaluate and introduce improvements to processes and procedures along the employee life cycle from recruitment to onboarding;

(4) Conduct periodic organizational structure and manpower deployment analysis, to improve operational efficiency, productivity, and quality.

(D) Staff Engagement and Retention:

(1) Lead the development and execution of employee engagement and retention strategies, plans, and initiatives;

(2) Lead on timely and important internal communications around organizational matters;

(3) Ensure policies on quality management, health and safety, legal stipulations, environmental policies, and general duty of care.

(E) Compensation and Benefits:

(1) Develop and implement comprehensive compensation plans and benefits that are benchmarked to industry practices;

(2) Oversee compensation and promotion practices and philosophy to ensure salary benchmarking, transparency, and equity;

(3) Oversee employee benefits administration, including management of external vendor relationships and performance;

(4) Track benefits trends, conduct and/or facilitate cost analysis, and ensure compliance with government regulations.

(F) HR Operations:

(1) Oversee HR operations to ensure that they are efficient, effective, and aligned with the organization's objectives;

(2) Develop and implement HR systems and tools to streamline HR operations and improve the employee experience.

(G) Performance Management:

(1) Oversee the performance management program employees, including ongoing feedback and coaching, periodic performance appraisals, and performance improvement plans;

(2) Facilitate the annual performance management cycle ensuring that performance assessments, promotions, and equity reviews are well managed, and meet organization needs with the highest level of transparency and integrity.

(H) Learning & Development:

(1) Design, implement and oversee the ongoing evaluation of the organization's leadership and management training programs;

(2) Develop strategy and oversee implementation for leadership development across key positions.

(I) Team Management:

(1) Provide leadership and direction to the HR team, ensuring that they are motivated, engaged, and working effectively to meet the organization's goals and objectives.

(2) Develop and implement HR team goals and objectives

(3) Continuously monitor and evaluate the performance of the HR team to ensure that they are meeting the organization's needs.

(J) Disciplinary Action:

Responsible for the implementation of a strong disciplinary and legal follow-up system.

4. QUALIFICATIONS, EXPERIENCE AND COMPETENCIES:

Qualification and Experience

(1) Postgraduate in Management, or Social Work, with a specialization in HR from a reputed institution;

(2) 15 years of experience in HR, including five as head of the function;

(3) Experience of implementing people management systems, processes and practices with reputed and well-managed organizations;

(4) Prior experience with I/NGOs with a large headcount, shall be an advantage.

Skills and Competencies

(1) Strong affinity with social causes especially the health of vulnerable and disadvantaged persons;

(2) Excellent communication skills;

(3) High proficiency in written and oral English is essential;

(4) Proven people management skills;

(5) High computer literacy and familiarity with HRIS solutions;

(6) Willingness and ability to undertake regular travel to program locations, as necessary.

5. COMPENSATION OFFERED:

Gross compensation budgeted for the position is attractive and in alignment with salaries paid by leading I/NGOs for leadership roles. The offer made to the selected candidate shall be commensurate with qualifications, experience, and salary history.

6. LOCATION: New Delhi.

7. REFERENCE: DPM-INGO