About the company:
Michael Page has five decades of expertise in professional services recruitment. We were established in London in 1976, and over this period we've grown organically to become one of the best-known and most respected consultancies, with an office network spanning six continents.
While size has its advantages, it doesn't define us - the nature of our organic growth means that each new office is integrated into the region that it serves. It also means that as an employer looking to hire, or as a candidate aiming to grow your career you have the best of both worlds; a team that understands the market and geography you operate in, plus the resources and expertise of an international network at your disposal.
Our teams are broken down to focus on industry, assignment type, salary level and location, so your hiring requirements or job search will all be handled by a specialist who knows your sector inside-out. We are confident that our expertise can add value to your recruitment or job search process – get in touch to find out more.
Role and responsibilities:
Strategic HR Leadership:
• Partner with the leadership team to develop and execute HR strategies aligned with business objectives and growth aspirations.
• Develop and implement HR policies and procedures that comply with Indian labor laws and industry best practices.
• Optimize the existing HR processes to ensure efficiency and effectiveness.
• Oversee talent management initiatives, including performance management, career development, and succession planning.
• Champion employer brand and build a strong employer value proposition to attract and retain top talent.
• Stay up-to-date on emerging HR trends and best practices, adapting the company's HR approach accordingly.
Talent Acquisition and Management:
• Develop and implement effective recruitment strategies to attract high-caliber talent across diverse functional areas, including engineering, technology, sales, and marketing.
• Lead the recruitment process, from sourcing and screening candidates to conducting interviews and extending offers.
• Onboard new employees and ensure smooth integration into culture and team.
• Manage employee relations, fostering open communication, resolving issues, and maintaining a positive work environment.
• Oversee employee compensation and benefits programs, ensuring competitive packages and compliance with regulations.
Organizational Development and Culture:
• Foster a culture of high performance, engagement, and employee ownership.
• Design and implement programs to promote diversity, equity, and inclusion (DE&I) across the organisation.
• Develop and deliver training programs to upskill and reskill employees, supporting their professional development.
• Conduct regular employee satisfaction surveys and implement action plans based on feedback.
• Manage employee attrition and address retention challenges effectively.
