Head HR - People Excellence

Vashi Integrated Solutions Limited

India

On-site

INR 3,500,000 - 6,000,000

Full time

36 hours ago

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Job summary

VISL is seeking a senior HR leader to own the people processes, policies, and systems across regions. You will design and document COE offerings, establish controls, and drive adoption of scalable HR practices in collaboration with Finance, IT and leadership.

You will lead compensation design, performance management, payroll governance and HR technology modernization, ensuring timely, compliant processes and data-driven decisions.

Qualifications

MBA / PGDM in HR or equivalent; C&B certification an advantage.
Experience in 15+ years in HR, including 5+ years leading COE, C&B or HR operations teams in a multi-location organization.

Responsibilities

Own the design, documentation and continuous improvement of TAM’s people processes across the current intended scope.
Set standards, controls and service levels that Field HR and Administration execute against.
Build VISL’s C&B capability: salary structures, increments, variable pay, benchmarking and budgeting.
Ensure annual compensation cycles are accurate, on time and fairly governed.
Run goal setting, performance management, talent reviews and succession processes end-to-end.
Provide talent data and insight that leadership uses for decisions.
Guide the L&D and engagement stream on capability priorities, programmes and engagement action planning.
Design lifecycle experiences that are consistent across regions.
Govern payroll, statutory compliance, HR technology, MIS, master data and audit, including outsourced partners.
Drive automation of onboarding, master-data workflow, MIS, compliance tracking with clear ownership.
Lead HR integration for Purva, Midex and future acquisitions and coordinate new HR initiatives.
Plan communication and adoption so new processes actually stick.

Skills

Compensation design

Performance management design

Payroll governance

HRMS automation

Education

MBA/PGDM in HR

C&B certification an advantage

Tools

Keka

SAP

Job description

Own the design of VISL’s people processes, policies and systems, and the change work needed for them to be adopted. The COE makes sure regions execute simple, well-designed and well-controlled processes, and that concept development, design and stakeholder alignment no longer depend on the CPO alone.

KEY RESULT AREAS AND RESPONSIBILITIES

Process, policy and documentation

Own the design, documentation and continuous improvement of TAM’s people processes across the current intended scope.
Set standards, controls and service levels that Field HR and Administration execute against.

Compensation and benefits

Build VISL’s C&B capability as a priority: salary structures, increments, variable pay, benchmarking and budgeting.
Ensure annual compensation cycles are accurate, on time and fairly governed.

Performance and talent management

Run goal setting, performance management, talent reviews and succession processes end-to-end.
Provide talent data and insight that leadership uses for decisions.

Learning, engagement and employee experience

Guide the L&D and engagement stream on capability priorities, programmes and engagement action planning.
Design lifecycle experiences that are consistent across regions.

HR operations, technology, payroll and compliance

Govern payroll, statutory compliance, HR technology, MIS, master data and audit, including outsourced partners.
Drive automation of routine work (onboarding, master-data workflow, MIS, compliance tracking) with clear ownership.

Integration and change

Lead HR integration for Purva, Midex and future acquisitions and coordinate new HR initiatives.
Plan communication and adoption so new processes actually stick.

KEY PERFORMANCE INDICATORS

Annual cycles (goal setting, PMS, increments, variable pay) delivered on schedule
Payroll accuracy and on-time disbursement
Statutory compliance and audit observations closed
Process documentation coverage and adoption across regions
MIS / master-data accuracy and timeliness
HR technology adoption and automation milestones
Learning coverage and effectiveness; engagement action-plan closure

Targets for each measure are set in the annual goal-setting cycle.

KEY INTERFACES

Internal External

Chief People Officer
Head – Field HR and Regional HRs
Corporate HR / Talent Acquisition
Head – Administration
Finance, IT and business leadership
Payroll, compliance and HR technology partners
Compensation benchmarking and L&D partners
Auditors

DECISION RIGHTS

Owns process and policy design proposals for approval
Sets standards and controls for COE streams and outsourced partners
Recommends compensation and talent decisions to the CPO
Exact financial authority to be confirmed against VISL’s Delegation of Authority

QUALIFICATIONS AND EXPERIENCE

Education MBA / PGDM in HR or equivalent; C&B certification an advantage

Experience 15+ years in HR, including 5+ years leading COE, C&B or HR operations teams in a multi-location organization

Knowledge and skills

Compensation design, budgeting and analytics
Performance and talent management design
Payroll and statutory compliance governance; managing outsourced partners
HRMS implementation and automation (Keka or similar); ERP interface (SAP)
Process design and change management

VASHI COMPETENCY PROFILE – LEVEL 5

All 14 competencies that apply at Level 5 in the Vashi competency framework are listed. Must-have competencies are critical for success in this role and are assessed first at selection; good-to-have competencies are developed in the role.

Competency Priority QUICO value What it looks like in this role

Cultivates Innovation Thought Must-have Innovation, Frugality & Sustainability Designs new and better HR processes, pilots them and scales what works.

Balancing Stakeholders Thought Must-have Unified in Integrity Designs processes that work for employees, managers, regions, Finance and the leadership at once.

Digital Quotient Thought Must-have Innovation, Frugality & Sustainability Sets the HR technology and automation roadmap; uses data for decisions on pay, talent and process.

Optimises Work Processes Results Must-have Innovation, Frugality & Sustainability Simplifies and integrates people processes so regions deliver without intensive oversight.

Ensures Accountability Results Must-have Ownership & Entrepreneurial Spirit Holds stream leads and partners to clear metrics, milestones and controls.

Instills trust Self Must-have Unified in Integrity Protects confidential pay and employee data; is consistent and transparent in decisions.

Customer Focus Thought Good-to-have Customer Centricity & Service Excellence Designs processes around what employees and managers actually need; uses their feedback to improve.

Resourcefulness Results Good-to-have Innovation, Frugality & Sustainability Balances many streams and partners; builds capability without adding cost unnecessarily.

Closing Capability Results Good-to-have Quality & On-Time Excellence Delivers annual cycles and projects to deadline, every time.

Collaborates People Good-to-have Unified in Integrity Co-designs with Field HR, Administration, Finance and IT rather than designing in isolation.

Attracts Top Talent People Good-to-have — Builds a strong specialist team in C&B, analytics, L&D and HR operations.

Drives engagement People Good-to-have Unified in Integrity Keeps the COE team motivated and recognises good work.

Situational adaptability Self Good-to-have Ownership & Entrepreneurial Spirit Re-prioritises the design agenda as business and integration needs change.

Self-development Self Good-to-have — Keeps own expertise current in C&B, HR technology and talent practice.

EXPECTED BEHAVIOURS – LEVEL 5

Behaviors as defined in the Vashi competency framework (BARS) for this level. The full rating anchors are used in the competency-based interview guide and performance reviews.

Cultivates Innovation Creating new and better ways for the organization to be successful.

Nurtures and develops promising ideas through prototyping and experimentation.
Challenges others to develop breakthrough solutions.
Ensures that varied perspectives are included in the process of innovation.
Encourages others to address challenges in new and better ways.

Balancing Stakeholders Anticipating and balancing the needs of multiple stakeholders.

Draws on multiple stakeholder perspectives and approaches to find optimal solutions.
Encourages others to seek perspectives from stakeholders.
Ensures that others demonstrate strong ethics and cross-cultural sensitivity when making decisions.
Helps others identify and anticipate stakeholder requirements, expectations, and needs.

Digital Quotient Ability to understand, adopt, and leverage digital technologies to improve operational efficiency, decision-making, and customer experience.

Strategic digital vision
Integrating digital into business strategy
Data Driven Decision Making

Optimises Work Processes Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement.

Analyzes problems and process breakdowns to ensure that improvements are made.
Focuses others on driving continuous improvement and quality outcomes.
Employs systems, processes, and workflows that help others deliver results without intensive managerial involvement.
Optimizes and integrates large-scale systems to improve quality and service.

Ensures Accountability Holding self and others accountable to meet commitments.

Accepts responsibility for successes and failures of own work and the team’s work.
Holds self and team accountable for outcomes (e.g., achieving goals and complying with policies and procedures).
Monitors metrics and milestones to chart progress against expectations and accountabilities.
Designs feedback processes into the work.

Instills trust Gaining the confidence and trust of others through honesty, integrity, and authenticity.