Vice President HR

JOB DESCRIPTION

The incumbent will be responsible for spearheading and driving Ascendions people strategy in synergy with the business strategy. Reporting to the CHRO , this position acts as a Strategic Business Partner who facilitates, supports and challenges business leaders along with anticipating the much-needed focus and change in the people management metrics with the ever-evolving business landscape. The role requires the incumbent to have extremely strong execution skills along with a sound conceptual base.

Job Responsibilities :

Lead, oversee, and supervise the Corporate (Generalist) HR, OD & HRBP Team.

Formulate, communicate, periodically review, and make recommendations to executive management for improvement of the organization's policies, procedures, and practices on personnel matters.

Oversee all HR initiatives, systems, and tactics and leverage data and analytics to extract insights for continuous improvement.

Work as a strategic partner to functional leaders in overseeing the functioning of Human Resource Business Partners (HRBPs) across locations and provide core HR insights regarding the same.

Serve as the point of contact for employment relations, and deal with grievances and violations invoking disciplinary action when required.

Develop engagement programs for a highly engaged, motivated and productive workforce.

Work directly with senior managers to assist them in carrying out their responsibilities on personnel matters and ensure attrition levels are within targets.

Assist executive management in the annual review, preparation, and administration of the organization's compensation and benefits program.

Recommend, evaluate, and participate in the development of the organization's human resources.

Develop and maintain a human resource information system that meets the organization's personnel information needs.

Continuously monitor and review the Organization Structure and ensure it scales in the right manner.

Maintain knowledge of industry trends, best practices, and employment legislation and ensure the organization's compliance.

Establish key metrics to accurately define the competencies and skills required for each role/department within the organization along with individual performance mapping to set-up the KPI framework.

Participate in committees and special projects and seek additional responsibilities.