Vice President - Hr

Purpose

This role will be responsible to drive Performance and Talent Management frameworks across global, multi-geography operations. The role will translate business strategy into robust goal architecture, KRA/KPI design, leadership development, and succession planning frameworks that build a high-performance culture. Partnering closely with senior leadership, the incumbent will ensure talent strategies directly enable business growth, leadership capability, and sustained organizational effectiveness.

Responsibilities

Performance Management

1. Deep expertise in designing and driving performance management framework for senior leadership across India and global countries and regions, ensuring standardization while enabling local business relevance.
2. Experience in aligning performance metrics with organizational strategy and growth priorities.
3. Drive disciplined strategy & execution of leadership performance management, ensuring leader goals, reviews, differentiation, and feedback are tightly aligned to enterprise priorities and organizational goals.
4. Partner closely with the Group CHRO to integrate leadership performance outcomes with incentives, compensation decisions, and long-term leadership development strategies.
5. Enable objective, data-driven, and comparable performance assessments for Leaders across geographies, supported by robust analytics and governance mechanisms.
6. Embed a high-performance leadership culture focused on accountability, measurable outcomes, and values-based leadership behavior across the organization.

Talent Management

1. Develop and drive an integrated Talent Management framework aligned to business growth and strategic priorities.
2. Lead enterprise-wide talent reviews to identify high-potential, high-performing, and future-ready leaders.
3. Build structured talent segmentation and differentiation models to strengthen leadership effectiveness.
4. Partner with business leaders to anticipate capability needs and build future talent pipelines. • Establish frameworks for leadership capability assessment, development planning, and progression.
5. Use performance insights and talent data to guide promotion, mobility, and retention decisions.
6. Strengthen organizational capability through structured workforce and leadership planning.

Goal Setting, KRAs & KPIs

1. Design and drive the goal-setting and cascading processes, defining KRAs and KPIs for leadership and critical roles, and ensuring consistent adoption across the organization.
2. Translate business strategy and productivity priorities into clear, measurable individual and leadership goals, ensuring direct linkage to business outcomes.
3. Build and operate transparent, objective, and data-driven performance measurement mechanisms, enabling rigorous performance reviews, accountability, and timely course correction

Succession Planning & Future Talent Pipeline

1. Lead the succession planning for senior leadership and mission-critical roles, ensuring depth, readiness, and leadership continuity.
2. Drive structured talent and succession reviews to identify high-potential and future- ready leaders aligned to business priorities.
3. Establish clear succession governance, readiness metrics, and risk indicators to enable informed CXO and Group CHRO decisions.
4. Integrate succession outcomes with performance results, KRAs, and KPIs to strengthen leadership accountability and readiness. Translate succession insights into assessment- led development and progression plans.
5. Act as a trusted advisor to the Group CHRO and senior leaders on bench strength and succession risk.

Qualification & Experience

1. MBA / Postgraduate degree in Human Resources from a premier or reputed institute.
2. 18+ years of HR experience, with significant hands-on exposure to Performance Management, Talent Management, Succession Planning & creating future Talent Pipeline at a senior leadership level.
3. Global experience in designing, implementing, and governing performance management frameworks for senior leadership and critical roles.
4. Strong expertise in goal setting, KRAs, KPIs, and performance differentiation with clear linkage to business outcomes and productivity.
5. Industry Preference - Candidates from Consumer Durables, FMCG, or Big 4 Consulting firms preferred.

Core Leadership Competence

1. Strategic Thinking & Execution – Translates enterprise strategy into scalable frameworks with disciplined delivery and measurable impact.
2. Executive & Board Influence – Engages CXO and Board stakeholders with confidence, credibility, and data- backed insights.
3. Business & Commercial Acumen – Aligns performance and talent decisions with business outcomes and growth priorities.
4. Trusted Leadership Advisor – Acts as an objective, credible advisor on performance, succession, and leadership effectiveness.
5. Performance Insight & Governance – Interprets performance trends to guide leadership actions and strengthen organizational effectiveness.