Group Head- Human Resources& Administration

Job Description: Group Head – Human Resources & Administration

Job Summary

1. The Group Head – Human Resources & Administration will provide strategic leadership for HR and administrative functions across the Group's companies/business units. The role will be responsible for developing and implementing HR strategies aligned with business objectives, strengthening organizational capability, ensuring statutory compliance, driving employee engagement, and establishing effective people and administrative processes across the Group.
2. The position will work closely with the Group leadership team and business heads to build a high-performance culture, strengthen talent management, optimize manpower costs, and ensure consistent HR and administrative practices across all entities.

Key Responsibilities

1. HR Strategy & Leadership

• Develop and implement the Group-wide HR strategy, policies, systems, and processes in alignment with business goals.
• Provide strategic HR support and guidance to the Group's leadership and business heads.
• Establish standardized HR practices across different companies, locations, and business units.
• Develop HR plans covering manpower, organization structure, talent, succession, compensation, and employee engagement.
• Lead HR transformation and continuous improvement initiatives across the Group.
• Monitor HR performance through appropriate dashboards, analytics, and KPIs.

2. Talent Acquisition & Workforce Planning

• Lead strategic workforce planning and manpower budgeting across the Group.
• Develop effective recruitment strategies for critical and senior-level positions.
• Oversee the recruitment, selection, onboarding, and deployment of talent.
• Build talent pipelines for key positions and critical business functions.
• Partner with business leaders to identify current and future talent requirements.
• Ensure effective manpower utilization and control of employee costs.

3. Performance Management

• Design and oversee the Group's performance management and appraisal system.
• Establish appropriate KRAs/KPIs and performance evaluation processes.
• Drive a performance-oriented culture across the organization.
• Coordinate annual performance reviews, increments, promotions, and related decisions.
• Identify high performers and support career development and succession planning.

4. Learning & Development

• Identify organizational and individual training needs.
• Develop annual learning and development plans and budgets.
• Establish leadership development and management development programs.
• Promote employee upskilling, reskilling, and career development.
• Evaluate training effectiveness and ROI.

5. Compensation & Benefits

• Develop and periodically review the Group's compensation and benefits framework.
• Ensure internal equity and external competitiveness of compensation structures.
• Oversee salary reviews, promotions, incentives, bonuses, and other employee benefits.
• Conduct compensation benchmarking and recommend appropriate changes.
• Monitor payroll costs and employee-related expenses across Group entities.

6. Employee Relations & Engagement

• Build a positive, inclusive, and high-performance work culture.
• Develop employee engagement and retention initiatives.
• Handle complex employee relations and disciplinary matters.
• Establish effective grievance-handling mechanisms.
• Ensure consistent application of HR policies and procedures.
• Support leadership in managing organizational change and employee communication.

7. HR Policies, Systems & Compliance

• Develop, review, and implement comprehensive HR policies and procedures.
• Ensure compliance with applicable labour laws, employment regulations, and statutory requirements.
• Maintain appropriate HR documentation and records.
• Ensure HR audits and statutory inspections are handled effectively.
• Implement and optimize HRMS and other HR technology solutions.
• Maintain accurate HR data and ensure confidentiality of employee information.

8. Administration & Facilities Management

• Provide strategic oversight of Group-wide administrative operations.
• Establish and standardize administration policies and procedures.
• Oversee facilities, office infrastructure, security, housekeeping, transportation, travel, and other administrative services.
• Manage contracts and relationships with vendors and service providers.
• Monitor administrative budgets, costs, and operational efficiency.
• Ensure a safe, secure, and productive workplace environment.
• Oversee company assets, office facilities, and administrative resources.

9. Budgeting & Cost Management

• Prepare and manage annual HR and Administration budgets.
• Monitor manpower costs, recruitment costs, training expenses, employee benefits, and administrative expenditure.
• Identify opportunities for cost optimization without compromising employee experience or business requirements.
• Provide regular HR and Admin cost reports to Group Management.

10. Leadership & Team Management

• Lead, mentor, and develop the Group HR and Administration team.
• Define responsibilities, KPIs, and performance expectations for HR personnel.
• Build a capable and business-oriented HR team across Group entities.
• Encourage collaboration and knowledge sharing among HR teams.
• Provide coaching and guidance to HR Managers, HR Business Partners, and Admin Heads.

11. Management Reporting & HR Analytics

• Develop and present regular HR MIS and dashboards to Group Management.
• Monitor key metrics such as headcount, attrition, absenteeism, manpower cost, recruitment status, training, and productivity.
• Provide data-driven recommendations to management.
• Identify HR trends and risks and recommend corrective actions.

Key Qualifications

• Bachelor's degree in Human Resources, Business Administration, Management, or a related discipline.
• Master's degree/MBA in Human Resources is preferred.
• 12–18+ years of progressive experience in HR, with significant experience in a senior HR leadership role.
• Experience managing HR functions across multiple business units, locations, or companies is highly desirable.
• Strong knowledge of HR policies, labour laws, employee relations, compensation, talent management, and HR operations.
• Experience in HR transformation, organizational development, and change management will be an advantage.

Key Competencies

• Strategic HR leadership
• Business partnering
• Organization development
• Talent and succession management
• Compensation & benefits
• Employee relations
• Labour law and statutory compliance
• Performance management
• Leadership development
• HR analytics and MIS
• Administration and facilities management
• Budget and cost management
• Change management
• Negotiation and conflict resolution
• Strong communication and stakeholder-management skills
• High integrity and confidentiality

Key Performance Indicators (KPIs)

• Achievement of Group HR strategic objectives
• Employee retention and reduction in unwanted attrition
• Manpower cost optimization
• Recruitment turnaround time and quality of hire
• Employee engagement and satisfaction
• Succession coverage for critical positions
• Performance management effectiveness
• Training and development effectiveness
• HR statutory and policy compliance
• Payroll and HR operational accuracy
• Administrative cost efficiency
• HR process standardization across Group entities
• Effectiveness of HR team and service delivery