Matrimony.com - Chief Human Resource Officer

About Matrimony:

Matrimony.com Ltd is India's first pure play Wed-Tech Company to get listed on BSE and NSE. Its flagship brand Bharat Matrimony is the largest and the Most Trusted Matrimony Brand (as per the Brand Trust Report 2014). Over 3000 associates serve close to 6 million members.

The company provides both matchmaking and wedding related services and is also complemented by 100+ company-owned retail outlets. Its flagship matchmaking services are Bharat Matrimony, Elite Matrimony and Community Matrimony.

Jodii, a game changing vernacular matrimony service for common people was launched in 2022. With Jodii, Matrimony.com serves all facets of people on the economic spectrum - ranging from the HNI to the commoner.

With a strong leadership in matchmaking, the company has fast expanded into the $55 billion wedding services Industry; Wedding Bazaar - the Largest Wedding Services Provider and Mandap.com - the Largest Online Wedding Venues Platform.

Matrimony has also forayed into international markets with its UAE operations completing over 4 years and Bangladesh operations commencing in year 2021. The goal is to build a billion-dollar revenue company and a long-lasting institution with a legacy for the generations to come.

Key Responsibilities:

Strategic:

- Develop and execute a comprehensive HR strategy that supports the organization's mission, vision, and business objectives.

- Lead the annual strategic planning process and the related execution implementation plans.

- Conceptualize and drive the implementation of HR policies and practices.

- Provide leadership on human capital trends, best practices, and emerging technologies to enhance HR effectiveness.

- Analyse the effectiveness of our HR policies, processes, and tools.

- Strategies to create, codify and operationalize a single culture and create a community among current and future employees.

- Develop a thorough understanding of the business and its performance drivers to develop and deliver effective HR programs and practices.

- Implement futuristic technology in HR that will enable in driving organisational objectives and at the same time enhancing employee experience.

Talent Acquisition:

- Design recruitment strategies and processes for attracting talented professionals with diverse knowledge and skill sets to meet the present and future manpower needs of the Organization.

- Crafting talent acquisition strategies to build strong pipelines for future hiring needs.

- Oversee the end-to-end recruitment process for business, technical and product roles, ensuring the acquisition of top-tier talent.

- Develop strategies to attract diverse candidates and build a talent pipeline for current and future needs.

- Implement strategies to build a diverse and inclusive workforce that drives creativity and innovation.

Talent Management:

- Building the quality and depth of talent with clear focus on succession / career plan

- To analyse talent management process are in line with the organisation's goals.

- Ensure having a strong succession pipeline for leadership and critical roles.

- Laying foundations for further growth and institutionalization of the Talent Management processes

- Create opportunities for employees to contribute creative ideas and drive product innovation.

Employee Engagement:

- Develop / Drive the Engagement framework to improve the morale and productivity of employees and help in Retention of Talented employees.

- Develop strategies for creating and maintaining an environment of equal. employment opportunity, diversity in line with company's diversity and inclusion plan.

- Develop HR processes that maximize employee performance, retention, and engagement levels.

- Foster a positive workplace culture that values collaboration, innovation, and employee well-being.

- Create and implement initiatives to enhance employee engagement, satisfaction, and retention.

Learning and Organization Development:

- Responsible for Building technical / functional, managerial and leadership capabilities in the Organization.

- Building a learning culture in the Organization

- Identify the Organizational issues and accordingly design, facilitate / drive specific development interventions to address them.

- Lead organizational change initiatives, ensuring effective communication and support during transitions.

- Collaborate with senior leadership to manage change and ensure alignment with the company's strategic direction.

Compensation and Benefits:

- Create a consistent compensation philosophy / guideline and Implement compensation & benefit programs based on business goals and strategy.

Culture Building:

- Play a key role in defining and co-creating a desirable work / organisational culture.

- Drive / Implement programs to promote strong values & good governance.

Employer Branding:

- Conceptualize and drive programs to build a strong Employer Brand for Matrimony

- Be a brand ambassador and represent the company in all Professional bodies.

- Strategize employer branding efforts (like recruitment marketing)

- To develop strategies for creating and maintaining an environment of equal employment opportunity, diversity in line with company's diversity and inclusion plan.

- Build employer branding, attracting great talent and controlling attrition.

- Develop an employer brand that appeals to top product and technology professionals.

CSR:

- Design and drive CSR programs within the overall framework / guidance of the Board & CSR Committee Administration

- Guide the Admin team and ensure smooth operations of the admin activities.

Skill and Competencies:

Functional:

- Business and Financial Acumen

- HR Functional Knowledge viz. Talent Management, Employee Engagement, L & D, etc

- Process Orientation

- Culture Building

- Governance / Legal & Compliance

- CSR

- Administration Function

Behavioral:

- Strategic / Conceptual skills

- Analytical Skills

- Strong Execution Skills

- Stakeholder Management

- Change Management

- Communication Skills

- Negotiation / Persuasion Skills

- High emotional quotient

- People Development

- Networking Skills

Education and Experience:

MBA/MSW from a reputed institute, with minimum 20 years relevant work experience. Diverse Industry experience - Banking/Technology/BPO/Product Organisation.