AGM - HR

Strategic Orchestration & Execution

• Act as the integrator across few areas within Compensation & Benefits, Performance, Digital, Analytics, HR Operations, and Controllership initiatives
• Drive implementation of key projects, ensuring alignment with business priorities and HR strategy.
• Translate strategic objectives into executable roadmaps, with clear metrics, ownership, and timelines.
• Monitor progress, outcomes, and utilisation of initiatives and ensure visibility of results across stakeholders.

Organization Effectiveness

• Conduct periodic reviews of spans, layers, and structural efficiency across the organization.
• Partner with HRBPs and business leaders to drive organization design optimization and pyramid efficiency along with build-up of skills-based organization
• Provide data-driven recommendations to support workforce planning, and cost-effectiveness.
• Serve as the SME on job evaluations (WTW GGS- Willis Towers Watson's Global Grading System) for the organization.

Governance & Monitoring

• Oversee both P&B (People & Benefits) and Non-P&B HR budgets throughout the year. Work with HR Operations team to ensure efficiency in reporting & management.
• Support periodic reporting on HR financial metrics, productivity, and utilization to CODI, Finance Planning, and HR leadership.
• Identify trends, track variances, and recommend course-corrective actions to optimize spend efficiency.
• Ensure governance and transparency in HR non-P&B budget utilization.

Forward-looking Insights & Advisory

• Translate complex HR and financial data into actionable insights and strategic recommendations.
• Anticipate risks and opportunities (attrition costs, SG&A overruns, third-party inefficiencies, etc.) and proactively inform, identify solutions for these to leadership.
• Support leadership discussions – with the HRLT & the Business leaders - on organization design, people investments, workforce optimization, and policy evolution through data-backed insights.

Policy & Program Governance

• Assess effectiveness, adoption, and ROI of HR programs and interventions.
• Partner with HRBPs and communication teams to refine design and execution based on insights from implementation feedback.

3rd Party Workforce Efficiency

• Support the governance of third-party workforce management in collaboration with Admin, Commercial, and Industrial Operations teams – with Admin team in the lead.
• Drive efficiency and optimization in workforce numbers, cost structures, and contractual design.

KEY INTERFACE

INTERNAL:

• PRI CODI
• Business/ Functional Heads both international and domestic
• PRI CFO & Finance Controller, Finance Planning, Tax teams
• HR Team – local, HQ & other affiliates
• Legal
• Transformation
• Technology Team – to drive automation, process improvements
• Corporate Communication – collaborate on effective communication on all aspects of Total Rewards

EXTERNAL:

External HR Service Providers/Consultants

KEY PERFORMANCE INDEX

• Ensure people cost (SG&A and Ops) is within the contracted P&L metric.
• Budget utilization efficiency and variance reduction.
• Improved governance, transparency, and policy adherence Accuracy, integrity, and reliability of HR and financial data.
• Timeliness and quality of insights delivered to leadership.
• Adoption of digital tools and analytics-driven decision-making.

JOB REQUIREMENTS

QUALIFICATIONS:

Post Graduate in HR from a premier institute

EXPERIENCE:

• 12+ years of total experience largely in a multinational environment. FMCG/ Manufacturing Industry experience is useful. Blend of Consulting & Corporate experience.
• Strong ability to provide HR consultation to functional heads and employees on HR issues regarding staffing, compensation, HR policies and performance management & represent geography in global/regional forums.
• Proven experience in managing data-driven decision-making, budget governance, or enterprise-wide HR projects.
• Demonstrated success in implementing HR systems and processes across organizations & industries.
• An out-of-the-box thinker committed towards growth of people within the organization and clearly focused on bottom line.

FUNCTIONAL COMPETENCIES

• Strong analytical and problem-solving ability; proficiency in data visualization and interpretation.
• Deep understanding of HR processes, systems, and financial linkages.
• Strategic thinking with an ability to execute hands-on with agility.
• Strong stakeholder management, influencing, and communication skills.
• Proficiency with HR systems (Workday preferred) and understanding of reporting tools (Power BI, Tableau, etc.).
• Proficient in job evaluation methodology {WTW GGS/IPE(Internal Position Evaluation)}.
• Collaborative, detail-oriented, and business-outcome focused mindset.

Job Posting End Date:

2025-12-31

Target Hire Date:

2026-01-31

Target End Date: