Country HR Director

Job Description

General InformationMission StatementIn addition to his/her business role, the Country HR Director for India would lead all people related strategy and decision-making pertaining to the country. He / She ensures that all cross-business fiduciary people requirements are duly met and complied with. He/she will be responsible to ensure that administrative matters are complaint to the local legislation, with particular reference to local applicable law for people management. Collaborates with the local Legal Function to ensure full respect of the labor law.Your ResponsibilitiesAs a Country HR Director

• A strategic Human Resources Leader role, reporting to Country Managing Director - India and will be based in Bangalore.
• Responsible for overseeing and leading all functions of Human Resources along with Administration, its practices, and operations in order to meet the company goals.
• Plays a key role in developing strategic people planning, implementing new initiatives, policy making, organizational design, and change management. The incumbent will be partnering with the business and HR leaders to provide subject matter expertise and solutions to current and future people challenges.
• Fulfils fiduciary people duties on behalf of the local legal entity. As such ensures that people practices / policies are in line with local labor law and collective National or Company bargaining agreements.
• Ensures strong labor and key stakeholder relationships internally and externally. Country HR Director will oversee country labor relations tasks, when due by law. Location Labor relations are normally covered by HR business Partners. Represents Hitachi Energy in the cross-business topics in the union negotiations if needed.
• Represents Hitachi Energy in India in all external & internal forums or organizes representation by local HRBPs as appropriate. Ensures external representation, e.g., in employer associations or universities. Actively manages partnerships and external stakeholders within the sphere of HR, whenever of significant importance for several local businesses and not owned by the other relevant HR roles.
• Acts as spokesperson for Hitachi Energy for various employee branding events if so required in full alignment with T&L and Employer branding team.
• Ensures a seamless communication of cross-business relevant people measures to line managers and employees, especially focusing on local specifics, fiduciary and country task. Supporting and influencing in formulating and rolling out employee friendly policies where local aspects need to be highlighted. Ensures efficient execution and/or supports integration into the relevant HR. Gives input and ensures that the latest legislation requirements are covered in Hitachi Energy regulations within the country and in the respective remote branches/rep offices from global HR Communications and Internal Communications
• Facilitates the understanding of the HR Operating model across HR and other Functions in the country.
• The additional element to this role would be the Hub HR Business Partner Role for Marketing & Sales in South Asia covering 9 countries including India, Southeast Asia and Oceania.

As a Hub HR Business Partner for Marketing & Sales

• Strategy leadership: Setting and implementing people strategy in line with global business unit and global HR function strategy covering culture, competence, and organization.
• Capability or Workforce Planning: Ensuring people and organizational capabilities required in the mid-long term are understood and actioned. Ensuring that the business positions in the short term are adequately staffed to meet or exceed the annual business targets.
• Interrogate HR Analytics data to understand key organizational dynamics, trends and issues and define and execute appropriate actions.
• Organizational Design & Developments: Implementing the operating model and optimize organization structures and principles in line with group and global rules and standards, including the Hitachi Energy job structure.
• Performance Management: Building a high-performance culture in the organization. Implementing group and global business performance standards, KPIs, and targets to enhance business performance. Recognizing and rewarding high performance in individuals and teams.
• Talent Management: Collaborating with Talent Partners in the CoE, set and implement strategies and actions to ensure a healthy and sustainable talent structure in the organization, including recruitment, identification and succession planning on business-critical position, diversity and inclusion.
• Change Management: Deciding on change management needed to support business strategy and plan. Implementing necessary measures and actions to facilitate change, including communication, reorganization, performance management, motivation, recognition.
• Safety & Integrity: Implementing HSE and business compliance standards and regulations in responsibility. Role model the Hitachi Energy and Group standards. Living Hitachi Energys core values of safety and integrity, which means taking responsibility for your own actions while caring for your colleagues and the business.
• Standards and governance: Implementing and ensuring compliance with global and local standards, rules, tools, policies and processes related to operations or project execution and share functional best practices and lessons learned across the organization.
• People leadership and development: Ensuring that the area of responsibility is properly organized, staffed and directed. Build an effective, capable and high performing team, develop talent.

Additional informationCompensation & Benefits, Global Mobility:

• Negotiating and agreeing (under the guidance of C&B when applicable) of all statutory (legal, collective bargaining agreement or similar) type of compensation and benefits related changes.
• Assuring that C&B and GM processes and services comply with the country legislation and/or with other type of statutory matters. If needed making the country specific interpretations.
• Managing possible existing legacy / traditional benefits when applicable.
• Collaborating with C&B CoE

Talent & Learning:

• Planning and executing talent attraction related activities locally in accordance with the overall Talent Acquisition strategy
• Owner of the employer brand locally
• Ensures compliant learning solutions and processes acc to country requirements.
• Collaborating with Talent & Learning CoE

HR Operations:

• Provide consultancy to the Front Office / Operations Centre lead for the localization of globally defined services and processes in order to ensure they comply with local laws and/or other statutory requirements.
• Collaborating with HR Ops

Your Background

• 20 years + of relevant HR leadership experience, preferably in a listed organization in India
• Knowledge of compensation strategy, talent strategy, performance management, employee relations and CSR practices, and the ability to apply this information in a manner that is compliant with relevant employment law
• Should be well versed with Industrial & labor relations and has prior experience in handling collective bargaining.
• Acts as an advisor to top management and business leaders and provides subject matter expert opinions to key business, people and management issues.
• Collaborating with various global HR functions, Global HR Leaders in managing the function successfully in India
• Solution oriented, Strong end-to-end process thinking with experience in managing multiple projects, adept in managing multi-generational / multi-cultural workforce.
• Proven ability to lead, consult, and influence others while maintaining a focus on customer service.
• Self-driven, resilient, energetic, enthusiastic and inclusive creating or responding constructively to challenging new ideas and inputs.

Keyskills :
Employee Relationsmulti-generational / multi-cultural workforceLearning Solutionsemployer brandHr OperationsCSR practicescompensation strategytalent strategyHR leadershipcollective bargainingtalent attractionperformance managementIndustrial