Head Corporate HR

IndiaMART InterMESH Limited; Dadri; On-site; INR 7,000,000 - 12,000,000; Full time

Job summary

IndiaMART InterMESH Limited seeks an enterprise HR infrastructure leader to build scalable, technology-enabled HR systems and governance for a growing organization. The role owns enterprise Learning & Development infrastructure and the performance appraisal process for the Leadership Team.

The candidate will drive HR automation, analytics, and policy governance across the organization, partnering with the CFO and senior leadership to deliver measurable ROI and sustained HR excellence.

Qualifications

• 12+ years of HR experience in Corporate HR, HR Operations and transformation.
• Experience scaling organizations and building HR infrastructure.
• Degree in HR from a reputed management institute.

Responsibilities

• Develop, maintain and review corporate HR policies and governance.
• Own HR Operations and Shared Services with defined SLAs and workflows.
• Lead HR automation roadmap and AI-enabled improvements in HR technology.

Skills

HR process design

HR automation

HR technology

HR analytics

HR Shared Services

Performance Management

L&D frameworks

Education

Bachelor's degree in HR

Tools

HRIS / HRMS

LMS

BI tools

Job description

The position holder will be responsible for building and operating the HR systems, policies, processes, technology,analytics, shared services and governance required to support a growing organization. The role will also ownenterprise Learning & Development infrastructure and the performance appraisal process for the entire Leadership Team. This is an enterprise HR infrastructure leadership role, with the primary mandate to build a scalable,efficient, technology-enabled and data-driven HR function.

Key Responsibilities

A. Corporate HR Strategy, Policies & Governance

• Develop, maintain and periodically review corporate HR policies and standardized processes.
• Establish appropriate HR governance, controls and accountability across the organization.
• Benchmark HR practices and advise the Leadership Team on relevant developments.
• Own HR compliance and statutory requirements.

B. HR Operations & Shared Services

• Own HR Operations and Shared Services for the organization.
• Establish clear SLAs, workflows and accountability for employee-facing HR services.
• Improve efficiency, accuracy and employee experience across the employee lifecycle.
• Drive standardization and continuous improvement of HR processes.

C. HR Automation & Technology

• Own the HR automation roadmap and prioritize high-impact process improvements.
• Automate repetitive and manual HR processes and improve HR technology utilization.
• Identify opportunities for AI and technology-led improvements in HR.
• Ensure HR systems have appropriate controls, integration and data integrity.

D. HR Analytics & MIS

• Develop a comprehensive HR Analytics framework and a reliable single source of truth for people data.
• Build dashboards covering manpower, hiring, attrition, productivity, compensation, performance and other key metrics.
• Provide the CFO and Leadership Team with actionable people analytics.
• Develop predictive analytics for attrition, manpower requirements and talent risks where appropriate.

E. Performance Management

• Own the organization-wide Performance Management framework and annual appraisal process.
• Ensure effective implementation of BSC / KPIs and performance goals.
• Own the performance appraisal process for the entire Leadership Team.
• Coordinate leadership performance reviews with the CEO, CFO, CBO and relevant business leaders.
• Ensure consistency, objectivity and appropriate documentation of performance evaluations.
• Own the enterprise L&D framework, processes and learning technology.
• Conduct competency and capability assessments and identify organization-wide capability gaps.
• Develop leadership and functional development programs.
• Provide the scalable content, LMS, assessments, certification and learning analytics required by Business HR.
• Measure effectiveness and ROI of L&D interventions.

G. Rewards, Recognition & HR Frameworks

• Develop and administer organization-wide Rewards & Recognition frameworks.
• Establish compensation and benefits processes in partnership with the CFO.
• Ensure internal consistency and appropriate market benchmarking.
• Provide the frameworks within which Business HR can implement targeted retention interventions.

H. HR Risk, Controls & Audit

• Identify and mitigate people-related operational, policy and compliance risks.
• Maintain appropriate HR documentation and records.
• Establish HR audit mechanisms and ensure timely closure of identified gaps.

Key Success Metrics

• HR cost and productivity
• HR process automation and digitization
• HR Shared Services SLA adherence and turnaround times
• HR data accuracy and reporting qualityEmployee lifecycle process efficiency
• HR compliance and audit performance
• Timely and effective completion of organization-wide appraisal cycles
• Quality and governance of Leadership Team performance appraisals
• L&D effectiveness, utilization and measurable capability outcomes
• Employee experience with HR Operations
• Reduction in manual HR processes and avoidable HR errors

Key Skills

• Strong experience in HR process design, automation and HR technology.
• Strong understanding of HR Analytics, MIS and data-driven decision making.
• Experience managing HR Shared Services / HR Operations.
• Strong understanding of Performance Management and L&D.
• Experience developing and implementing HR policies, governance and controls.
• Strong financial orientation and comfort working with the CFO and senior leadership.

Experience & Education

• 12+ years of HR experience with significant experience in Corporate HR, HR Operations and HR transformation.
• Experience of scaling organizations and building HR infrastructure.
• Preferred industry background: IT/ITES, Media, Telecom, Hospitality or Service industries.
• Excellent academic record and a degree in HR from a reputed management institute.