Director – People & Operations

iFOREST; Dadri; Remoto; INR 2.500.000 - 4.000.000; Tempo pieno

Descrizione del lavoro

iFOREST is seeking a seasoned leader to head its people and operations functions across HR, administration and IT, based at the Noida head office.

You will build policies, systems and teams, advise senior management on organisation design and workforce planning, and ensure donor compliance while enabling researchers and programme staff to focus on mission.

Competenze

• 20+ years of progressive HR experience with leadership of HR or operations.
• End-to-end HR functions: recruitment, performance, compensation, benefits, and compliance.
• Experience managing staff across multiple locations.
• Experience building HR policies, systems and processes in a growing org.
• Working knowledge of Indian labour laws and POSH Act.
• Experience with internationally funded grants and donor rules.
• Experience with HRMS or digital HR systems.

Mansioni

• HR and Administration leadership across HR, administration and IT functions.
• Strategy, policy and organisation design to align with mission and growth plans.
• Talent acquisition and onboarding for senior leadership, researchers and staff.
• Performance management, learning and career development.
• Compensation, benefits, payroll and grant compliance.
• Employee relations, safeguarding and compliance across offices.
• Culture, engagement and inclusion to foster an open, mission-driven workplace.
• Administration and facilities management for head office and regional offices.
• IT and digital systems oversight including HRMS and data handling.

Conoscenze

HR leadership

Policy development

Organisational design

Workforce planning

Stakeholder communication

Formazione

Master’s degree in HRM

Strumenti

HRMS

Descrizione del lavoro

The International Forum for Environment, Sustainability & Technology (iFOREST) is looking for an experienced and dynamic leader to build and head the organisation’s people and operations functions, covering HR, administration and IT, across its three offices.

A successful applicant must have a proven record of leading HR functions, building HR policies, systems and teams in a growing organisation, and advising senior leadership on organisation design and workforce planning, and good communication skills with researchers, managers, and external agencies. The candidate should ideally have work experience in a think tank, non-profit or international NGO.

Position summary

Title Director – People & Operations

Reports to Chief Executive Officer

Direct reports Manager – Culture & People; Manager – Talent Aquisiton, Manager – Operations

Location Noida head office

Experience 20+ years in HR, with significant exposure to administration, including at least 10 years leading a function

Remuneration Depending upon qualification and experience

About iFOREST

iFOREST is an independent, not-for-profit research and innovation organisation established in 2019. It identifies, promotes and scales up solutions for pressing environment–development challenges in India and other developing countries in Asia and Africa.

Our work is rooted in regional priorities. We accelerate environmental action at the sub-national level and use that regional knowledge to improve national policies and plans and strengthen international collaboration. We conduct independent, evidence-based research, develop new knowledge and innovative solutions, convene stakeholders to build consensus, and partner with think tanks, civil society, government agencies, philanthropies and industry to scale up solutions.

Much of our work is funded by international grants and delivered with state and district partners. We have a team of about 80 people across three offices in India.

Purpose of the role

The Director – People & Operations will build and lead iFOREST’s HR and administration support functions. HR is the primary focus of the role. The Director is a member of the senior management team and a close adviser to the CEO.

iFOREST is a young organisation, and many of its policies, SOPs and systems are evolving. A key aim is to take day-to-day HR and administrative work off the senior management, so they can focus on research, programmes and partnerships.

Success in this role means that, within a year:

• iFOREST has an approved, legally compliant and implementable set of HR and administrative policies, SOPs and delegations that staff understand, and managers apply consistently.
• Hiring keeps pace with new grants, and the organisation attracts and retains strong research and programme staff.
• Staff costs, contracts, records and procurement meet the requirements of donors and auditors without last-minute effort.
• The CEO is no longer involved in routine HR and administrative decisions.

Key responsibilities

Roughly 70% of the role is HR, and 30% is administration and IT oversight.

1. HR and Administration leadership

• Lead, coach and develop the HR and administration Team, setting clear goals and standards of service.
• Build a service culture in which staff in every office know whom to contact and get timely answers.

2. Strategy, policy and organisation design

• Develop a people and operations strategy aligned with iFOREST’s mission, growth plans and values, in consultation with the CEO and senior management.
• Write, obtain approval for and ensure roll out the HR manual, administration manual, IT policy and the SOPs that sit under them, in line with good practice and applicable law.
• Propose a delegation of financial and administrative authority.
• Advise the CEO and senior management on organisation design, role levels, grading, spans of control and workforce planning.
• Prepare and manage the annual budget for HR, administration and IT, and track spending against it.

5. Talent acquisition and onboarding

• Plan staffing with programme heads for ongoing and new grants, including staffing assumptions for proposals.
• Lead recruitment at all levels: senior leadership, researchers, programme and field staff, fellows, interns, consultants and support staff.
• Set up fair, documented hiring processes, from job descriptions and sourcing to interview panels, reference checks and offers.
• Build iFOREST’s employer brand with universities, professional networks and peer institutions.
• Run structured onboarding and induction, including for staff joining regional offices.

6. Performance, learning and careers

• Run the annual performance cycle, including goal setting, probation reviews and feedback.
• Develop role levels, competencies, promotion criteria and career paths.
• Identify learning needs and lead training, mentoring and capacity building.
• Support leadership development and succession planning for critical roles.

7. Compensation, benefits, payroll and grant compliance

• Maintain a salary structure and benefits that are competitive in the think-tank and development sector, and administer leave and other benefits as per the company policies.
• Coordinate monthly payroll inputs and statutory deductions with the Finance team to ensure accuracy and timeliness.
• Work with Finance and programme teams on charging staff costs to grants, timesheets and effort reporting, and donor rules on salaries, consultants and benefits.
• Respond to the HR and administration sections of donor due-diligence reviews and audits.

8. Employee relations, safeguarding and compliance

• Develop, review, and update the HR manual, administrative manuals, guidelines, and SOPs in line with industry best practices and applicable laws.
• Ensure compliance with Indian labour and employment laws across all three offices, including state-specific registrations and returns.
• Ensure compliance with the POSH Act, including a functioning Internal Committee, awareness sessions and annual reporting.
• Develop and run a safeguarding policy and code of conduct that meets the expectations of iFOREST’s international donors, covering staff, consultants and partners working in communities.
• Oversee employment contracts, consultant and fellowship agreements, vendor service level agreements (SLAs), and official institutional documentation.
• Manage grievances, disciplinary matters and exits fairly, consistently and confidentially, including full-and-final settlements and analysis of attrition.
• Ensure personal data of staff is held securely and in line with data protection law.

9. Culture, engagement and inclusion

• Build an open, collaborative and mission-driven culture across head office and regional offices.
• Promote diversity, equity and inclusion in hiring, pay and progression.
• Lead staff wellbeing and duty of care, especially for field and regional staff who travel.

10. Administration and facilities

• Oversee office management, facilities, security and maintenance at head office and regional offices.
• Set up procurement and vendor management that is cost-effective and meets donor procurement rules.
• Oversee asset registers, insurance and annual physical verification.
• Oversee travel, logistics, events and support for workshops and visiting delegations, including visas and protocol for international guests.
• Oversee health, safety and business continuity plans for all offices.
• Make sure the CEO and senior management receive reliable administrative support, so they are freed from day-to-day administrative matters.

11. IT and digital systems

• Set direction for IT infrastructure, user support, information security and backups across all offices.
• Oversee selection and roll-out of HR, payroll and administrative systems (HRMS and MIS).
• Ensure IT policies, licences and data handling meet donor and legal requirements.

Key relationships and authority

Relationship Nature of work

CEO Reports to; adviser on people, organisation and operations matters

Senior management and programme heads Partner on workforce planning, hiring, performance and team issues

Finance Partner on payroll, budgets, staff-cost allocation to grants, procurement, audits

Grants and programme teams Staffing in proposals, donor HR and procurement clauses, due diligence

Regional office leads Delivery of HR, administration and IT services in each office

Board or its committees Reports on people matters, policies and compliance as required

External Legal and statutory advisers, auditors, insurers, recruitment partners, vendors, labour authorities

The Director will have authority, within approved policies, budgets and the delegation of authority, to approve routine HR, administrative and IT decisions.

Qualifications and experience

• Master’s degree in human resource management, personnel management, business or public administration, or a related field, or equivalent professional experience.
• 20+ years of progressive HR experience, with significant responsibility for administration, including at least 10 years leading an HR or operations function.
• End-to-end experience across recruitment, performance management, compensation and benefits, employee relations and compliance.
• Experience managing staff and services across more than one location.
• Experience building HR policies, systems and processes in a new or fast-growing organisation.
• Working knowledge of Indian labour laws and the POSH Act.
• Experience in a think tank, research institution, non-profit, development organisation or international NGO.
• Experience with internationally funded grants, including donor rules on staff costs, procurement and safeguarding.
• Experience overseeing administration, procurement or IT functions.
• Experience introducing an HRMS or similar digital system.
• Ability to turn organisational goals into practical people and operations plans.
• Writes clear policies and SOPs and gets them adopted.
• Builds trust with senior researchers, programme leaders and staff at all levels.
• Handles confidential and sensitive matters with integrity and discretion.
• Makes fair, consistent judgements in employee relations.
• Delegates well and develops a team, rather than doing the team’s work.
• Communicates clearly in English, in writing and in person.

What we offer

iFOREST provides an inclusive and supportive work environment and is committed to professional development through education, training and capacity building. We offer salaries that are competitive in the think-tank sector and recognise performance through annual appraisals.

Remuneration: Depending on qualifications and experience. The final designation will depend on the selected candidate’s qualifications and experience.