People & Culture Strategist

What Will You Drive? As the Lead - People and culture, you will be the strategic business partner and driver of initiatives that ensure a seamless integration of talent acquisition with robust talent management processes.

• Team Leadership : Lead mentor, and coach a team of HR Business Partners, ensuring alignment with business and HR goals.
• Business Partnership : Act as a trusted advisor to business leaders, providing strategic HR support and driving people strategies to enable business success.
• Data-Driven Decision Making : Leverage HR data and analytics to identify trends, insights, and areas for improvement. Present actionable insights to business leaders to inform decision-making.
• Employee Relations : Oversee employee relations and ensure issues are addressed promptly and effectively, fostering a positive work environment.
• Performance Management : Drivethe implementation of performance management processes, ensuring timely appraisals, feedback, and developmental plans for team members.
• Talent Management & Development : Partner with the business to identify talent gaps, plan succession, and create initiatives to retain and develop key talent within the organization.
• Talent Acquisition : Partner with the business to design and implement hiring strategies that align with organizational goals and future growth. Be responsible for hiring numbers (all roles) and work with the regional hiring team for on-time closure. Drive hiring metrics / KPIs for the region such as Time to hire, Cost per hire, Quality hiring, Offer-Joining ratio, Source mix and early attrition.
• Employee Engagement : Designandimplement initiatives like wellness programs, town halls, and team-building activities to boost morale and foster a positive culture. Actively gather and address employee feedback through surveys and discussions, ensuring alignment with organizational goals.
• Reward & Recognition : Developandexecute creative, inclusive recognition programs to celebrate achievements and inspire high performance. Ensure transparency and fairness in rewards while monitoring their effectiveness to enhance motivation and retention.
• Change Management : Leadorganizational change initiatives, ensuring smooth transitions and managing employee communication and engagement during periods of change.
• HR Compliance : Ensureadherence to company policies and legal requirements, managing risk and resolving employee issues with fair practices.

Who Are We Looking For?