Strategic Leadership: Develop and execute HR and training strategies aligned with the organization's overall goals and objectives. Provide strategic guidance to senior management on matters related to human resources, talent management and Talent Development. • Employee Engagement and Culture: Foster a positive work environment and organizational culture that promotes employee engagement, collaboration, and well-being. Lead initiatives to enhance employee satisfaction, motivation, and retention. • Talent Acquisition and Management: Oversee the end-to-end recruitment process, ensuring the organization attracts and retains top & critical talent. Implement effective onboarding programs to ensure new employees are integrated smoothly into the organization. • Performance Management: Design and implement performance management systems to drive employee performance, development, and accountability. Provide guidance to managers on performance appraisal processes and facilitate continuous feedback and culture of coaching & mentoring. • Learning and Development: Develop and implement comprehensive training and development programs (Technical, Functional & Soft skills) to enhance employee skills, knowledge, and competencies. Identify training needs, create training plans, and evaluate the effectiveness of training initiatives. • Compensation and Benefits: Manage compensation and benefits programs to ensure competitive and equitable rewards for employees. Stay updated on industry trends to make informed decisions about compensation, benefits packages, and incentive schemes. • Manpower Budgeting: Develop and implement a comprehensive manpower budgeting strategy that aligns with the organization's short-term and long-term goals. Regularly review and analyze the workforce composition to identify trends, potential gaps, and areas for improvement. Monitor and manage the approved manpower budget, ensuring adherence to budgetary constraints and reallocation of resources as needed. • Cost Optimization: Work closely with Management Committee, finance and senior leadership to establish cost optimization targets and strategies related to human capital expenditure. Identify opportunities for reducing HR-related costs while maintaining or enhancing the overall workforce efficiency and productivity. • Employee Relations and Compliance: Establish and maintain positive employee relations by addressing employee concerns, grievances, and conflicts. Ensure compliance with labour laws, statutory, regulations, and company policies. • Diversity and Inclusion: Drive initiatives to promote diversity and inclusion within the organization, fostering an inclusive workplace. • HR Analytics, Automation and Reporting: Collect and analyse HR metrics to provide insights and recommendations for improving organizational performance and efficiency. Design & implement incentive & retention schemes to drive business performance, reward consistency and ring fence talent. • Productivity Enhancement: Collaborate with operations & medical teams to identify productivity bottlenecks and recommend HR strategies to address them. Lead initiatives to enhance workplace efficiency, streamline processes, and optimize resource allocation. Develop and monitor key performance indicators (KPIs) related to productivity, providing insights and recommendations for improvement. • Employee Brand Proposition: Develop and execute a comprehensive employee branding strategy that showcases our company as an employer of choice. Craft compelling employee value propositions, highlighting our unique culture, growth opportunities, and employee benefits. Collaborate with Marketing teams to align internal and external branding messages. Leverage digital platforms and social media to promote the company's brand as a desirable workplace