AGM HR

Stemz Global Dmcc; Gurugram District; Remoto; INR 3.500.000 - 7.000.000; Tempo pieno

Descrizione del lavoro

Stemz Global Dmcc is seeking an experienced HR Head to lead end-to-end human resources across multiple entities and remote/international sites. The role reports to the Head of HR and Directors, driving strategy, organizational design, talent management, and workforce optimization while ensuring policy compliance and stakeholder alignment.

You will oversee HRIS, payroll coordination, employee relations, and change management initiatives including M&A and digital transformation, partnering with

Competenze

• Bachelor's degree in HR, Business Administration, or related field.
• Master's degree or HR certification (SHRM, CIPD) is a MUST.
• Minimum 10–12 years of progressive HR experience, with at least 5 years in a senior corporate HR leadership role.

Mansioni

• Lead end-to-end HR operations for assigned entities across remote and international sites.
• Develop HR strategy, organizational design, workforce planning and talent management.
• Ensure policy compliance, employee relations, payroll coordination, and HRIS oversight.

Conoscenze

Change Management

International Exposure

Cross-Cultural Awareness

Team Leadership

Manpower Planning

Formazione

Bachelor's degree in HR or related field

Master's degree or HR certification (SHRM/CIPD)

Descrizione del lavoro

Role Purpose:

To serve as the HR Head for assigned corporate entities and projects, independently leading end-to-end HR

operations while working under the supervision of the Head of HR and Directors. The AGM Corporate HR will

drive HR strategy, ensure operational excellence, optimize manpower utilization, and deliver consistent HR

services across multiple locations, including remote and international sites, while leading diverse, multi-cultural HR

and operational teams.

Key Responsibilities:

Strategic HR Leadership

• Partner with the Head of HR and Directors to develop and execute HR strategies aligned with corporate

objectives and business expansion plans.

• Lead organizational design, workforce planning, and talent strategy for assigned entities and projects.
• Drive employer branding, employee engagement, and culture initiatives across all assigned locations.

HR Operations & Delivery

• Own end-to-end HR operations for assigned corporate entities, including recruitment, onboarding,

performance management, employee relations, compensation & benefits, and offboarding.

• Ensure consistent HR service delivery across multiple locations, including remote and international sites,

maintaining compliance with local labor laws and corporate policies.

• Oversee HRIS, payroll coordination, benefits administration, and statutory compliance in collaboration

with Finance and local partners/EOR providers where applicable.

Multi-Location & Remote Oversight

• Act as the primary HR leader for assigned projects and entities, operating independently while

maintaining alignment with corporate HR standards.

• Build and manage local HR capabilities in remote locations, ensuring autonomy and accountability

without compromising governance.

• Travel periodically to remote sites to conduct HR audits, employee connect sessions, and operational

reviews.

JOB DESCRIPTION

Policy, Governance & Compliance

• Develop, review, and implement HR policies, SOPs, and handbooks that scale across multiple jurisdictions

and employment frameworks.

• Ensure audit-ready HR documentation, contracts, and records across all assigned entities.
• Manage complex employee relations matters, grievances, and disputes with sound judgement and

discretion.

Change Management & Transformation

• Lead change management initiatives, including restructuring, mergers, acquisitions, and operational

transformations within assigned entities.

• Support the Head of HR in driving digital HR transformation, process automation, and analytics-driven

decision-making.

Stakeholder Management & Advisory

• Serve as a trusted HR advisor to project leaders, department heads, and senior management on people

strategy, organizational effectiveness, and risk mitigation.

• Collaborate with regional HR teams, external vendors, legal teams, and EOR partners to ensure seamless

HR delivery.

Preferred Skills & Competencies

• Change Management: Proven experience leading organizational change, including mergers, acquisitions,

and restructuring initiatives.

• International Exposure: Experience working in multi-country environments with diverse employment

laws and compliance requirements.

• Cross-Cultural Awareness (Must-Have): Deep, practical understanding of cultural nuances and regional

HR practices across South Asia, the Middle East, and other diverse markets.

• Team Management Across Diverse Cultures: Proven experience leading and managing multi-national,

multi-location teams with sensitivity to cultural differences in communication, motivation, and conflict

resolution.

• Manpower Planning & Utilization: Strong analytical skills to monitor, forecast, and optimize workforce

deployment and cost efficiency.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree or HR

certification (e.g., SHRM, CIPD) is a MUST.

• Minimum 1012 years of progressive HR experience, with at least 5 years in a senior corporate HR

leadership role (AGM, Head of HR, Regional HR Manager, or equivalent).

• Proven track record of independently managing HR operations for multiple entities or projects across

remote and international locations.

• Strong knowledge of labor laws and familiarity with employment regulations in South Asia and other

Middle Eastern markets.

• Experience in healthcare, diagnostics, or service-oriented industries is an advantage.
• Demonstrated experience managing and optimizing manpower utilization in project-based or multi-entity

corporate environments.

JOB DESCRIPTION

Key Performance Indicators (indicative)

• HR operational excellence across assigned entities (timeliness, accuracy, compliance).
• Employee engagement and retention rates in assig