Director - Human Resource at A 40 years old University based out of Pune · Pune · 15 - 20 years · Posted 8 Sep 2023
About Company
With a rich legacy of 40 years in fostering world-class academic excellence and over 100,000 alumni across the globe, our client is one of the premier institutions of higher learning in India offering Undergraduate, Postgraduate, Diploma, and Ph.D. programmes.
Uniquely positioned as one of the first universities across the world that offer the highest standard of professional education ingrained with the postulates of peace studies, the university enables an inclusive culture of dignity, fairness, and respect amongst its students, grooming them into future-ready, responsible citizens of the world.
About the role
• Provide Strategic Vision for University to define medium- and long-term Human Resource direction and priorities.
• Lead on developing, communicating and successfully delivering the University’s HR strategy, including inspiring continuous performance improvement
• Build a dynamic and forward-looking approach to the University’s HR capability development with strong intellectual leadership, understanding and harnessing the University’s comprehensive subject range, in the context of a best HR practices.
• Ensure operational excellence and sustainability.
Roles & responsibilities
Strategic
• Devise HR strategies aligned to University’s vision and mission
• Establish HR roadmap aligned to HR strategies
• Play key role in facilitating the change across organization
• Advice and guide management on strategic alignment require with the growth of University.
• Establish framework which is sustainable, scalable in all areas of HR function
• Designing and executing all the HR policies and procedures of the University.
• Focus on employee capability building through - Conducting the training need analysis (initially nonteaching and later FDP’s for teaching staff).
Research Development
• Create activities around employee engagement and career progression
• Facilitate going forward leadership development, succession planning, High potential development program etc…
• Develop result oriented Performance Management System (Yearly appraisal and competency mapping at each level).
Financial and Budget
• Propose HR Budget and financial strategies focusing employee engagement
• Ensure the budget is used in the best possible way and is adding value as ROI
• Incorporate in the budget provisions leading to “Employer of Choice”
Collaborations
• Be employee advocate & champion within all the institutions under the umbrella of University
• Represent University on professional bodies of repute helpful in further branding university
Operational
• Create activities around employee engagement and career progression
• Conducting HR Audit of all HR processes periodically.
• Create HR dashboard showcasing HR performance to management on monthly basis
• Develop the training calendar and execute the training programs as per the TNA.
• Develop the employee welfare schemes.
• Design employee engagement activities.
• Design HR manual and employee handbook.
• Develop through induction and ensure each new joinee is gone through the induction process.
• Develop result oriented Performance Management System (Yearly appraisal and competency mapping at each level).
• Develop various incentive schemes for the employees.
• Participate and take responsibility during social initiative programs
• Compensation & Benefit Management
• Statutory & Regulatory Compliances Management
• Employee Grievances handling and satisfactory resolution
External Representation
• Represent Institute in various professional bodies, conferences and seminars in order to increase project the image of best employer and the institute’s visibility at the regional and international levels
• Remain abreast of the best practices in the field of Human Resources
Requirements
Minimum Qualification & Experience
• MBA from ISB/institute of repute
• 15 to 20 years of experience in Human Resource, preferable from education sector (Female candidates preferred)
Substantial leadership and management experience
• The personal characteristics to have a substantial experience and a successful record of senior leadership at corporate level in a large and complex organisation.
• Evidence of developing, communicating and executing a vision and strategy in a complex organisation, Proven Transformation Leadership in a sizeable organisation
• Demonstrated personal leadership of creating new benchmark of performance and have proven record of performance improvement and change at an organisational level;
• Financial acumen and experience, and commercial awareness, which demonstrate the ability to strategically manage, optimise and be accountable for the management of resources
• A proven track record of developing leaders and leadership teams, and the ability to work effectively with those teams;
• A commitment to the highest standards of governance, experience of working effectively with governing bodies or boards and external members, and the ability to operate confidently and effectively in an externally regulated environment
Intellectual credibility
• A high level of intellectual credibility, with a strong academic or other intellectual profile, in order to lead, engage with, and gain the respect of staff, demonstrating curiosity and interest in the broad range of HR disciplines.
Personal attributes and style
• A strong commitment to university and its vision, ambitions, and values
• The ability and confidence to lead and work effectively with an experienced and capable senior leadership team, empowering leaders at all levels to deliver the Division’s ambitions;
• The ability to relate to and communicate effectively with staff at all levels in the Division, engaging them with the University’s vision and plans; n
• A personal commitment to and record in effective and respectful partnership working across all staff groups;
• Sound judgement and the ability and courage to make difficult but informed decisions, including on challenging issues;
• Exceptional personal and public communication and relations
Shubham Vishwakarma
Full Stack Developer - Averlon
Similar jobs (2)
Key Responsibilities
1. HR Strategy & Leadership
Develop and implement HR strategies aligned with organizational objectives and business plans.
Lead the HR function across corporate and operational locations.
Establish HR frameworks, policies, processes, and governance mechanisms.
Partner with senior management on workforce planning and organizational development.
Provide strategic HR advice to business leaders and management.
2. Workforce Planning & Organization Structure
Develop annual manpower plans in coordination with business heads.
Analyse workforce requirements based on business growth, operational requirements, and productivity.
Support organization structure development, role clarity, and manpower optimization.
Monitor headcount, manpower costs, vacancies, and workforce productivity.
3. Talent Acquisition & Workforce Development
Lead the overall talent acquisition strategy for corporate and operational positions.
Ensure timely hiring of critical and business-essential positions.
Establish recruitment standards, interview processes, and selection frameworks.
Build talent pipelines for critical positions.
Develop succession planning and internal mobility initiatives.
4. HR Operations
Oversee end-to-end HR operations across the organization.
Ensure effective implementation of employee lifecycle processes.
Establish standardized HR processes across all locations.
Monitor HR service delivery and resolve escalated employee issues.
Ensure accuracy and confidentiality of employee information and HR records.
5. Employee Relations & Industrial Relations
Provide leadership on employee relations and complex workplace matters.
Handle escalated grievances, disciplinary cases, misconduct, and employee disputes.
Establish appropriate disciplinary and grievance-handling mechanisms.
Ensure consistent and fair implementation of HR policies across locations.
Support management in maintaining a positive and productive work environment.
6. Performance Management
Lead the organization's performance management framework.
Establish KRAs/KPIs and performance evaluation processes.
Drive annual performance appraisal and review cycles.
Identify high-potential employees and critical talent.
Implement Performance Improvement Plans (PIPs) where required.
Support succession planning for key positions.
7. Learning & Development
Identify organization-wide learning and development requirements.
Develop annual training and capability-building plans.
Oversee leadership development, functional training, compliance training, and behavioral programs.
Monitor training effectiveness and employee development outcomes.
8. Compensation & Benefits
Work with management to develop and review compensation structures.
Conduct market benchmarking and internal pay analysis.
Support annual increment, promotion, and incentive processes.
Review employee benefits and welfare initiatives.
Ensure appropriate controls over manpower costs and employee-related expenses.
9. HR Compliance & Governance
Ensure compliance with applicable labour laws and statutory requirements.
Oversee PF, ESIC, gratuity, bonus, leave, wages, POSH, and other applicable compliance areas.
Establish HR compliance calendars, audits, and monitoring mechanisms.
Coordinate with legal advisors and external consultants on employment-related matters.
Ensure proper documentation and governance of HR processes.
10. HR MIS, Analytics & Management Reporting
Establish HR dashboards and management reporting systems.
Monitor headcount, attrition, hiring, absenteeism, manpower cost, productivity, and employee engagement.
Present periodic HR reports and insights to senior management.
Use HR data and analytics to identify trends and support business decisions.
11. Employee Engagement & Culture
Develop and implement employee engagement initiatives.
Promote organizational values, culture, and employee-centric practices.
Conduct employee feedback and engagement surveys.
Develop initiatives to improve employee experience and retention.
12. Policy & Process Development
Review and update HR policies, manuals, SOPs, and guidelines.
Ensure consistency and standardization of HR practices across locations.
Identify opportunities for HR process automation and digitalization.
Drive continuous improvement within the HR function.
13. Leadership & Stakeholder Management
Act as a strategic HR partner to business and functional leaders.
Lead and mentor the HR team.
Establish clear goals and performance expectations for HR team members.
Coordinate with Finance, Operations, Administration, Legal, and other functions.
Represent HR in management meetings and strategic discussions.
Role: Human Resources - Other
Industry Type: Aviation
Department: Human Resources
Employment Type: Full Time, Permanent
Role Category: Human Resources - Other
Education
PG: MBA/PGDM in HR/Industrial Relations, General Management
Job Description
We are looking for an HR Executive (Recruitment). You will take ownership of all HR matters across the company from recruitment to performance reviews, wage reviews, disciplinary action, and learning and development. To perform well in this role you should have experience as an HR manager, or other senior roles in the HR team, and knowledge around all legal requirements in this role.
Responsibilities
- Consistently recruiting excellent staff.
- Maintaining a smooth onboarding process.
- Training, counseling and coaching our staff.
- Resolving conflicts through positive and professional mediation.
- Carrying out necessary administrative duties.
- Conducting performance and wage reviews.
- Maintaining employee and workplace privacy.
- Developing clear policies and ensuring policy awareness.
- Creating clear and concise reports.
Requirements and skills
- Bachelor’s degree in human resources management or equivalent.
- Experience in human resources or related field.
- Ability to build and maintain positive relationships with colleagues.
- Experience in educating and coaching staff.
- Experience in conflict resolution, disciplinary processes and workplace investigations.
- Experience in following and maintaining workplace privacy.
- Ability to give presentations.
- Knowledge of relevant health and safety laws.
- Experience using computers for a variety of tasks.
- Competency in Microsoft applications including Word, Excel,
- previous experience in IT
Follow CutshortShubham Vishwakarma
Full Stack Developer - Averlon