Position – VP- HR & L&D
Experience – 10-15 Years
Budget – As per Industry Norms *(depending upon the current ctc)
Location – Delhi (Head Office)
The Vice President of Human Resources & Learning & Development (VP – HR & L&D) is a senior executive responsible for overseeing the organization’s human resources strategy, employee development, and talent management functions. With a strong focus on employee growth, leadership development, and organizational culture, this role ensures that the company’s HR and L&D initiatives align with business objectives, promote a high-performance culture, and support the overall goals of the organization. The VP will provide visionary leadership in fostering a dynamic workforce, driving organizational effectiveness, and enhancing employee engagement and retention.
Key Responsibilities:
- Strategic HR Leadership:
- Develop and implement the organization’s HR strategy, aligning it with overall business goals and objectives.
- Lead and guide the HR team in managing key functions such as recruitment, compensation & benefits, employee relations, performance management, and HR compliance.
- Provide executive leadership on organizational structure, workforce planning, and talent management strategies.
- Learning & Development Strategy:
- Create and execute a comprehensive Learning and Development (L&D) strategy to enhance employees’ skills, leadership capabilities, and career growth.
- Develop leadership development programs that focus on succession planning and building a pipeline of high-potential talent.
- Implement training initiatives aimed at improving performance, business agility, and innovation across all departments.
- Employee Engagement & Retention:
- Foster a positive organizational culture, focusing on employee engagement, motivation, and retention.
- Design and implement employee engagement surveys and initiatives to identify opportunities for improvement and measure employee satisfaction.
- Develop strategies to improve employee retention, including career progression, mentoring, and recognition programs.
- Talent Acquisition & Workforce Planning:
- Oversee the recruitment process, ensuring the acquisition of top-tier talent that aligns with the company’s values and objectives.
- Work closely with senior leadership to forecast talent needs and ensure a sustainable and diverse workforce.
- Drive the development and implementation of strategies to build a robust employer brand that attracts and retains top talent.
- Performance Management:
- Oversee the performance management process, ensuring alignment between individual, team, and organizational goals.
- Develop and refine performance appraisal systems and metrics to ensure fair and effective evaluations.
- Work with managers and leadership to identify performance gaps and design targeted development initiatives.
- Diversity, Equity, and Inclusion (DEI):
- Champion DEI initiatives by fostering an inclusive culture where all employees feel valued and respected.
- Develop and implement DEI strategies that align with organizational values and business objectives.
- Monitor and report on DEI metrics, ensuring the organization is meeting its diversity and inclusion goals.
- HR Analytics and Reporting:
- Leverage HR analytics to monitor key trends such as turnover rates, employee satisfaction, and training effectiveness.
- Provide data-driven insights to senior leadership, making recommendations for improvements and innovations in HR and L&D practices.
- Ensure compliance with legal requirements and track HR and L&D metrics to measure the impact of programs and initiatives.
- Leadership Development and Succession Planning:
- Drive leadership development programs to build a strong leadership bench and prepare future leaders.
- Establish and oversee succession planning to ensure continuity in key roles and long-term business success.
- Foster mentoring programs and high-potential employee development initiatives.
- Compliance and Regulatory Oversight:
- Ensure all HR and L&D activities comply with relevant local, national, and international labor laws, regulations, and ethical standards.
- Stay updated on HR-related legislation, implementing necessary changes and ensuring organizational adherence.
- Cross-Functional Collaboration:
- Work closely with other departments (Finance, Operations, Marketing, etc.) to align HR and L&D efforts with company-wide objectives.
- Provide guidance and consultation to department heads on HR best practices and talent-related issues.
- Lead organizational change initiatives, helping employees transition through change and adopt new processes or structures.
Skills and Qualifications:
- Education: A Bachelor’s or Master’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
- Experience: A minimum of 15+ years of progressive experience in HR, with at least 5 years in a senior executive role overseeing HR and L&D functions.
- Industry Knowledge: Expertise in human resources management, learning and development, organizational design, and talent management.
- Leadership and People Management: Proven experience in leading and developing HR teams, as well as designing and implementing impactful HR and L&D programs.
- Strategic Thinking: Strong ability to develop and execute strategies that align HR and L&D functions with organizational goals.
- Communication and Interpersonal Skills: Excellent communication, negotiation, and interpersonal skills with the ability to influence and collaborate with senior leadership and employees at all levels.
- Analytical Skills: Proficiency in HR analytics, data-driven decision-making, and performance metrics.
- Change Management: Experience in leading organizational change and fostering a culture of continuous improvement.
- Technology Proficiency: Familiarity with HR management systems (HRMS), learning management systems (LMS), and other HR technologies.
Key Performance Indicators (KPI’s):
- Employee engagement and satisfaction scores.
- Retention rates and talent acquisition success.
- Completion and impact of leadership development programs.
- Performance improvement metrics.
- Progress on diversity and inclusion goals.
- ROI of L&D initiatives.