- Assistant Vice President - People & Culture

Key Responsibilities:

HR Business Partnering:

- Be the day-to-day HR point of contact for department heads - understand team structure, morale, and people at risk in each function.

- Advise managers on performance issues, team restructuring, and role changes before they become escalations, coaching them through difficult conversations.

- Bring a people-risk lens to business reviews: attrition signals, engagement dips, or capability gaps in a team, flagged proactively rather than after the fact.

Talent Management & Appraisals:

- Design and run the annual appraisal cycle end-to-end - timelines, manager calibration, documentation, and communication and collect employee feedback.

- Build a redesignation and promotion framework in coordination with department heads and the CEO's Office.

- Own succession and internal mobility conversations for critical roles.

- Set clear, measurable individual and team goals each cycle and track progress against them through 1:1s and reviews.

- Act as the escalation point for employee grievances and interpersonal issues.

Employee Benefits:

- Convert existing employee benefits policy into actionable, delivered programs - health insurance improvements, tax saving initiatives, leave policies, perks - including vendor coordination and employee communication.

- Track utilization and cost of benefits programs and recommend adjustments.

Employee Pulse & Engagement:

- Run regular pulse checks / engagement surveys across the organization (a need explicitly raised by leadership) and translate findings into action plans with clear owners.

- Partner with Marketing & Communications for internal policy communications where relevant.

- Own statutory HR compliance end-to-end: PF, ESI, gratuity, POSH, labour law filings, and any state-specific registrations across BHIVE's operating locations.

- Keep HR policies current with regulatory changes and ensure consistent application across teams.

Talent Acquisition Oversight:

- Provide oversight of the talent acquisition team - hiring plans, pipeline health, requisition tracking, and offer turnaround times.

- Set and monitor TA metrics (time-to-fill, offer-acceptance rate, source mix) and report these upward on a regular cadence.

Requirements:

- 10 - 14 years in HR, with generalist experience spanning compliance, talent acquisition, and talent management - prior to team-lead or HR manager-level ownership rather than pure specialist experience in one area.

- Demonstrated hands-on delivery of statutory compliance (PF/ESI/POSH/labour law) in an Indian multi-location setup.

- Experience running or closely supporting a full appraisal/performance cycle.

- Comfortable overseeing (not necessarily executing) a talent acquisition function - pipeline reviews, hiring manager coordination, metrics.

- Strong stakeholder management - this role sits close to the CEO's Office and will coordinate across Finance, Sales, Projects, and External Relations leads.

- Nice to have: experience in co-working, real estate, or a fast-growing services business; exposure to HRMS/payroll tools (e.g., Keka, given BHIVE's current HR system).

Collaboration and communication:

- Proactive monitoring and collaboration with team members and internal departments are necessary to guarantee seamless operations at the centre.

How the role Interact with other teams or Individuals:

- Ensure effective communication and coordination between different cross functional teams to align the people and culture function with overall business goals.