1. Position Overview
The Associate Vice President /General Manager - Human Resources is a senior strategic leadership role responsible for architecting and executing the organization's people strategy in alignment with overall business objectives. The incumbent will serve as a trusted advisor to the executive leadership team, drive cultural transformation, build organizational capability, and ensure that the HR function delivers measurable business impact across talent, performance, engagement, and total rewards. This role demands a balance of strategic vision and operational rigor - shaping long-term HR philosophy while ensuring flawless day-to-day execution across the employee lifecycle.
2. Key Responsibilities:
A. Strategic HR Leadership
▪ Partner with the Head - Growth and Development, and business unit leaders to translate organizational
strategy into a coherent people agenda spanning workforce planning, capability building, and culture.
▪ Drive the annual HR operating plan, budget, and key initiatives; track outcomes against defined business
and people metrics.
▪ Act as a thought partner to the executive team on organization design, succession planning, and leadership
development.
▪ Anticipate future workforce needs and design scalable HR frameworks to support growth, expansion, and
transformation.
B. Team Leadership & Capability Building
▪ Lead, mentor, and develop the broader HR team - including AGM-HRs, Manager-HR, the L&D Specialist-
building a cohesive, high-performing, and future-ready HR organization.
▪ Set clear KRAs, KPIs, and performance expectations for each direct report and cascade these meaningfully
across the HR team to ensure alignment with business and functional priorities.
▪ Drive a structured performance review cadence (monthly / quarterly / annual) with the HR team, providing
constructive feedback, coaching, and recognition.
▪ Identify and groom successors and high-potentials within the HR function to build a strong internal pipeline.
▪ Foster a culture of collaboration, ownership, continuous learning, and cross-functional knowledge sharing
within the HR team.
▪ Sponsor capability-building initiatives for HR team members - covering functional depth (TA, C&B, L&D, IR,
analytics), business acumen, and consulting/influencing skills.
▪ Role-model the organization's values and leadership principles, setting the tone for how HR shows up across
the business.
▪ Allocate work, manage workload balance, and ensure the right resourcing and structure to deliver on the
HR agenda.
C. Talent Acquisition & Workforce Planning
▪ Oversee end-to-end talent acquisition strategy across all levels, including executive search, lateral hiring,
campus engagement, and diversity hiring.
▪ Build a strong employer brand and candidate experience that positions the organization as an employer of
choice.
▪ Drive workforce planning, manpower budgeting, and headcount governance in partnership with finance and
business leaders.
D. Performance Management & Talent Development
▪ Design and operationalize a robust performance management framework that drives meritocracy,
differentiation, and accountability.
▪ Lead talent reviews, identification of high-potentials (HiPos), and succession planning for critical roles.
▪ Architect career pathing, internal mobility, and leadership pipeline programs in partnership with business
heads.
E. Compensation & Benefits
▪ Define and govern the overall compensation philosophy, pay structures, grade architecture, and reward mix
in alignment with business strategy and market positioning.
▪ Design and administer fixed pay, variable pay, sales incentive plans, and long-term incentive programs.
▪ Lead the annual compensation review cycle - budget planning, salary increment, promotion, and bonus
pay-out - ensuring fairness, internal equity, and external competitiveness.
▪ Conduct periodic benchmarking through participation in compensation surveys (Mercer, AON, WTW, etc.)
and translate insights into actionable pay decisions.
▪ Design and continuously refresh the benefits portfolio - medical insurance, retirals, wellness, leave
policies, flexible benefits, and statutory benefits - to drive value, choice, and competitiveness.
▪ Govern payroll inputs, full-and-final settlements, and ensure compliance with tax and statutory regulations.
3. Qualification & Experience:
Education
▪ MBA / PGDM in Human Resources or equivalent from a reputed institute (Tier-1 institutes preferred).
▪ Additional certifications in OD, coaching, total rewards, or HR analytics will be an advantage.
Experience
▪ 20-25 years of progressive HR experience across HR business partnering, talent management, and HR
generalist mandates.
▪ Minimum 5-7 years in a senior HR leadership role managing multi-functional HR teams.
▪ Demonstrated experience working with executive leadership and boards on people strategy.
▪ Exposure to scaled, matrixed, multi-location, or multi-business-unit environments.
