Chief Human Resources Officer

Our client stands as a force in the digital out-of-home (DOOH) advertising domain, a dynamic industry that consistently delivers impressive returns in the global media landscape. They have been the torchbearers of advancements that continually elevate expectations.

From India’s first and largest main street DOOH billboards to the world’s largest digital bus queue shelter, from hybrid mobility solutions like e-bikes to traffic surveillance booths and street-accessible libraries, they have been at the forefront of the DOOH revolution.

Their project team’s commitment is exemplified by enduring partnerships, reflected in a track record of high contract renewals and a projected tenure of 16 years.

This commitment enables them to effectively create social spaces, complemented by unique designs and ad space for both global and Indian brands.

Responsibilities:

Strategic Recruiting: 

• Develop and implement a strategically aligned manpower plan for both the Corporate Office and Field Workforce that supports Signpost & subsidiaries business goals.
• Lead the recruitment of high-quality talent across hierarchies with transparent processes, ensuring alignment with desired backgrounds, qualifications, and cultural compatibility. Create talent spotting platforms to minimize the need for external recruiters, reducing time-to-fill.
• Develop differentiated approaches between Corporate and Field workforce recruitment, optimizing people utilization across the organization and eliminating wastage and duplication.
• Foster a new-age work ethos, considering the future of work challenges.

Employee Relations:

• Enhance HR processes and programs to support internal balance and harmony.
• Provide proactive guidance on employee relations to resolve issues and ensure compliance with organizational policies.
• Implement programs and policies that attract and retain talent, driving high productivity and morale.
• Stay updated on local and state legislation affecting HR practices, training management, and ensuring company policies are compliant.
• Design and coordinate benefits, compensation, and rewards programs that are transparent, principle-based, and aligned with market best practices.
• Assist with special projects as necessary.

Employee Communications:

• Support HR communication efforts across the organization.
• Assist managers and executives in maximizing employee understanding of business goals, projects, and policies.
• Set standards for the content, distribution, and timeliness of employee communication materials.

Training and Development:

• Operationalize performance management and feedback tools that support business strategies and values.
• Facilitate succession planning processes at the regional and HO levels across hierarchies.
• Oversee individual development plans, focusing on the leadership group.
• Identify rising stars and ensure adequate gap planning.
• Promote intra-region and internal company transfers to support development action plans.
• Monitor employee progression within the organization, providing career counseling and development planning.
• Identify training and development needs through needs analysis based on organization results, job requirements, and current trends.
• Provide leadership, orientation, new manager training, and sexual harassment awareness training.
• Manage processes to ensure performance and pay/reward/recognition programs are appropriately linked.

Performance Management:

• Drive performance management across the organization.
• Facilitate goal setting and performance expectations.
• Ensure evaluations comply with company standards, differentiate performance, and support meritocracy.
• Actively manage, coach, and address underperformers.

Mergers & Acquisitions:

• Serve as the HR strategist for mergers and acquisitions, assisting with due diligence, decision-making, and communications.
• Ensure consistent employee communications and smooth integration during M&A activities.
• Lead the assimilation of newly acquired executives.
• Conduct talent assessments for new acquisitions.

Requirements:

• 20+ years as a Human Resources professional, preferably in a management role.
• MBA/PGDM in HR/Industrial Relations.
• Experience in large-format, people-intensive service organizations such as telecom, ITES, or e-commerce.
• Knowledge of Human Resources management principles.
• Core competencies in Employee Relations, Leadership Development, and Recruitment