Associate VP India Human Resources

The Associate Vice President India Human Resources Leads All Hr Activities For Our Employees Across India, Including Those Based In Our Chennai Office And Those Working Remotely. This Person Is The Main Hr Leader For India And Is Responsible For Making Sure Our People-Related Policies, Processes, And Hiring Strategies Meet Both Local Laws And Global Company Standards.

This Role Involves Both Big-Picture Planning And Day-To-Day Operations, Working Closely With The Enterprise Hr Team, Global Hr Team, Partners, India Business Leaders, And Department Heads. The Goal Is To Build Strong Hr Strategies And Processes That Support Growth, Keep Employees Engaged, And Ensure We Stay Fully Compliant With All Regulations.

Essential Functions:

• Strategic Hr Leadership

• Serve As The Primary Hr Decision-Maker For India, Responsible For Translating Global Hr Goals Into Locally Executable Strategies.

• Develop And Implement Annual Hr Plans For India Operations, Including Workforce Planning, Hiring Forecasts, And Policy Localization.

• Partner With Global And India Leadership To Ensure Hr Strategy Aligns With Business Goals, Compliance Standards, And Cultural Priorities.

• Talent Acquisition & Workforce Planning

• Lead India-Wide Hiring Strategies To Meet Growth Targets Across Operations, Rcm, Patient Care, And Corporate Functions.

• Collaborate With The Talent Acquisition Team To Manage Vendor Partners, Optimize Campus Hiring, And Improve Cost-Per-Hire Efficiency.

• Support Workforce Scalability Through Robust Resource Planning And Pipeline Development.

• Performance & Capability Development

• Implement And Oversee Performance Management Systems That Align With Global Standards And Business Objectives.

• Lead Leadership Development, Succession Planning, And Internal Mobility Initiatives For India-Based Employees.

• Identify And Address Skill Gaps Through Targeted Learning And Development Programs.

• Hr Operations & Employee Lifecycle

• Ensure Smooth Execution Of All Employee Lifecycle Activities, Including Onboarding, Employee Records, Hris Maintenance, Exit Formalities, And Statutory Documentation.

• Own And Continuously Improve Hr Operational Sops To Ensure Service Excellence Across Key Metrics (Tat, Quality, Compliance).

• Employee Relations & Compliance

• Act As The Primary Escalation Point For Employee Relations And Disciplinary Matters, Ensuring Resolutions Are Fair, Compliant, And Timely.

• Monitor And Ensure Full Compliance With Indian Labor Laws

• Oversee Compliance For Remote And Hybrid Work Arrangements, Including Documentation And Risk Mitigation.

• Compensation & Benefits Oversight

• Provide Strategic Input On India-Specific Compensation Structures, Salary Reviews, And Benefits Programs.

• Ensure Accurate And Timely Payroll Processing, In Coordination With Finance And Payroll Vendors.

• Culture & Engagement

• Drive Initiatives To Strengthen Company Culture Across India’S Hybrid/Remote Workforce.

• Lead Employee Engagement Efforts, Including Surveys, Feedback Loops, And Action Planning With Department Leaders.

• Promote A Value-Driven, Inclusive, And High-Performance Work Environment.

• Serve As The Primary Hr Decision-Maker For India, Responsible For Translating Global Hr Goals Into Locally Executable Strategies.

• Develop And Implement Annual Hr Plans For India Operations, Including Workforce Planning, Hiring Forecasts, And Policy Localization.

• Partner With Global And India Leadership To Ensure Hr Strategy Aligns With Business Goals, Compliance Standards, And Cultural Priorities.

• Lead India-Wide Hiring Strategies To Meet Growth Targets Across Operations, Rcm, Patient Care, And Corporate Functions.

• Collaborate With The Talent Acquisition Team To Manage Vendor Partners, Optimize Campus Hiring, And Improve Cost-Per-Hire Efficiency.

• Support Workforce Scalability Through Robust Resource Planning And Pipeline Development.

• Implement And Oversee Performance Management Systems That Align With Global Standards And Business Objectives.

• Lead Leadership Development, Succession Planning, And Internal Mobility Initiatives For India-Based Employees.

• Identify And Address Skill Gaps Through Targeted Learning And Development Programs.

• Ensure Smooth Execution Of All Employee Lifecycle Activities, Including Onboarding, Employee Records, Hris Maintenance, Exit Formalities, And Statutory Documentation.

• Own And Continuously Improve Hr Operational Sops To Ensure Service Excellence Across Key Metrics (Tat, Quality, Compliance).

• Act As The Primary Escalation Point For Employee Relations And Disciplinary Matters, Ensuring Resolutions Are Fair, Compliant, And Timely.

• Monitor And Ensure Full Compliance With Indian Labor Laws

• Oversee Compliance For Remote And Hybrid Work Arrangements, Including Documentation And Risk Mitigation.

• Provide Strategic Input On India-Specific Compensation Structures, Salary Reviews, And Benefits Programs.

• Ensure Accurate And Timely Payroll Processing, In Coordination With Finance And Payroll Vendors.

• Drive Initiatives To Strengthen Company Culture Across India’S Hybrid/Remote Workforce.

• Lead Employee Engagement Efforts, Including Surveys, Feedback Loops, And Action Planning With Department Leaders.

• Promote A Value-Driven, Inclusive, And High-Performance Work Environment.

Staff Management

• Responsible For Ensuring Areas Of Responsibility Have The Talent And Resources To Meet Short- And Long-Term Organizational Goals As Well As Ensuring Maximum Productivity And Performance. Responsibilities Include, But Are Not Limited To:

• Proactively Recruit, Screen, And Select Candidates For Current And Future Resource Requirements.

• Effectively Orient New Hires To Ensure A Positive And Productive Employee Engagement Experience.

• Ensure Structure And Hiring Plans (Within Budget) Are Appropriate For Performance And Productivity Levels Required.

• Utilize The Company’S Performance Management Program As Designed To Align Individual Performance To Overall Performance Objectives. Meet All Completion Requirements At A High-Quality Level. Provide Ongoing Performance Feedback. Identify And Take Appropriate Action For Non-Performance.

• Ensure Each Employee Has A Yearly Performance Review That Is Reviewed With Employee And The Review To Be Sent To Human Resources Each Year.

• Ensure Each Employee Has A Clear And Thorough Understanding Of Their Role And Responsibilities. Keep Job Descriptions Current For Each Position.

• Actively Support And Participate In Organizational Development And Training Programs. Meet All Completion Requirements At A High-Quality Level.

• Mentor, Guide, And Coach Direct Reports To Expand Their Capabilities And Performance.

• Communicate All Corporate Matters In A Positive And Timely Manner As Directed By Corporate Communications Or Senior Management.

• Administer All Internal Policies And Procedures In Accordance With Corporate, Human Resources, Budgetary, And Finance Guidelines. Ensure Accuracy Of Staff Data Records.

• Comply With All Employment Laws And Regulations Including, But Not Limited To, Equal Employment Opportunities For All.

• Proactively Recruit, Screen, And Select Candidates For Current And Future Resource Requirements.

• Effectively Orient New Hires To Ensure A Positive And Productive Employee Engagement Experience.

• Ensure Structure And Hiring Plans (Within Budget) Are Appropriate For Performance And Productivity Levels Required.

• Utilize The Company’S Performance Management Program As Designed To Align Individual Performance To Overall Performance Objectives. Meet All Completion Requirements At A High-Quality Level. Provide Ongoing Performance Feedback. Identify And Take Appropriate Action For Non-Performance.

• Ensure Each Employee Has A Yearly Performance Review That Is Reviewed With Employee And The Review To Be Sent To Human Resources Each Year.

• Ensure Each Employee Has A Clear And Thorough Understanding Of Their Role And Responsibilities. Keep Job Descriptions Current For Each Position.

• Actively Support And Participate In Organizational Development And Training Programs. Meet All Completion Requirements At A High-Quality Level.

• Mentor, Guide, And Coach Direct Reports To Expand Their Capabilities And Performance.

• Communicate All Corporate Matters In A Positive And Timely Manner As Directed By Corporate Communications Or Senior Management.

• Administer All Internal Policies And Procedures In Accordance With Corporate, Human Resources, Budgetary, And Finance Guidelines. Ensure Accuracy Of Staff Data Records.

• Comply With All Employment Laws And Regulations Including, But Not Limited To, Equal Employment Opportunities For All.

Minimum Requirements:

• Bachelor’S Degree In Business, Operations, Human Resources, Or A Related Field.

• 12+ Years Of Progressive Hr Experience, Including 5+ Years In A Leadership Role Managing Geographically Dispersed And/Or Remote Teams.

• Proven Track Record In Hr Leadership Roles Within Healthcare Rcm Or Bpo Environments.

• Experience Managing India-Based Delivery Centers And Overseeing International Workflows In A Cross-Cultural, Global Context.

• Strong Command Of Indian Employment Laws, Statutory Compliance, And Regulatory Requirements.

• Excellent Stakeholder Management, Collaboration, And Communication Skills, Particularly In Multicultural And Distributed Team Environments.

Preferred Qualifications:

• Master’S Degree (Mba/Pgdm Or Equivalent) In Human Resources, Organizational Behavior, Or A Related Field.

• Hr Certifications Such As Shrm-Cp, Sphri, Or Cipd Level 5+.

• Experience In Global Or Matrixed Environments, Including Cross-Border Collaboration And Building Offshore Capabilities In Competitive Markets.

• Familiarity With Hr Technology Platforms And A Strong Track Record In Driving Automation And Digital Transformation Initiatives.

• Healthcare Or Rcm Industry Exposure Is Advantageous But Not Mandatory.

• Demonstrated Success In Launching New Business Units, Delivery Models, Or Operational Hubs.

• Strong Executive Presence With The Ability To Influence Senior Stakeholders And Navigate Complexity With Maturity And Confidence.

• Customer-Centric Mindset, Focused On Delivering Value And Building Lasting Internal And External Partnerships.

• Entrepreneurial And Innovative Thinker, Comfortable Operating Independently And Solving Ambiguous Or Complex Challenges.

• Proven Culture Builder Who Champions Integrity, Inclusiveness, And Long-Term Strategic Thinking.

• Growth Mindset With A Commitment To Continuous Improvement And Learning.

Working Environment/Physical Demands Working Environment:

• General Office Environment: Works Generally At A Desk In A Well-Lighted, Air-Conditioned Cubicle/Office, With Moderate Noise Levels.

• Periods Of Stress May Occur.

Physical Demands:

• Activities Require A Significant Amount Of Sitting At Office And Work Desks And In Front Of A Computer Monitor.

• Some Walking And Standing Relative To Interaction With Other Personnel.

Travel Requirements:

None

Occasional

Moderate

Frequent

Very Frequent

(25% Or Less)

(25% - 40%)

(40% - 80%)

(80% Or More)

Other Possible Unofficial Titles:

Unofficial Titles May Be Given By The Manager And Used For Calling Cards And Email Signatures.

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Note: Nothing In This Job Description Restricts Management’S Right To Assign Or Reassign Duties And Responsibilities To This Job At Any Time. This Document Does Not Create An Employment Contract, Implied Or Otherwise. It Does Not Alter The "At Will" Employment Relationship Between The Company And The Employee.

Management