Responsibilities

1. Align HR strategies with the organisation’s mission, values, and goals.
2. Work closely with senior management to develop workforce strategies that support the organisation’s objectives.
3. Ensure that HR initiatives support the non-profit’s ability to attract, manage, and retain the right talent needed to meet strategic goals.
4. Oversee the recruitment, selection, and onboarding processes to ensure the organisation attracts and retains high-quality talent.
5. Implement performance management systems that align with organisational objectives and foster high performance and employee development.
6. Design, conduct, and analyse exit interviews to gain valuable insights from departing employees.
7. Identify skill gaps and organisational development needs, setting up training programs to address these.
8. Develop talent management strategies that focus on capacity building within the organisation.
9. Promote leadership development and succession planning to ensure the organisation has strong future leadership.
10. Maintain a positive work environment and culture, fostering a sense of community.
11. Ensure internal communications within the organisation so that all employees feel heard.
12. Create processes for rewards and recognitions to celebrate wins (beyond promotions).
13. Manage employee relations, addressing grievances and conflicts, ensuring that these are resolved in ways that respect the rights and dignity of all parties.
14. Orient new team members in HR, Finance, and overall systems, and communicate culture and expectations.
15. Develop competitive, equitable, and sustainable compensation and benefits packages that attract and retain talent while being mindful of budget constraints typical in non-profits.
16. Ensure that compensation packages are transparent and align with the values and fairness expected in a non-profit setting.
17. Ensure compliance with employment laws and regulations, which can be complex and vary significantly by location.
18. Keep the organisation updated on any changes in labour laws and implement necessary changes in HR policies and practices.
19. Manage risks related to human resources, including compliance risks and reputational risks.
20. In cases where a leadership vacancy occurs suddenly either temporarily or permanently, the head of HR may help in appointing interim leaders and align expectations within the team.
21. Lead change management initiatives to ensure that restructuring changes are implemented smoothly and effectively. This involves managing the human side of change, including addressing employee concerns, fostering acceptance of new roles, and minimising disruption.
22. Lead diversity and inclusion initiatives, ensuring that the organisation’s workforce reflects the community it serves.
23. Promote a workplace culture that respects and celebrates everyone.
24. Promote a sense of joy at work.
25. Leverage technology to improve HR functions such as recruitment, training, and performance management.
26. Promote the use of innovative HR tools and practices to increase efficiency and effectiveness.
27. Conceptualise, co- create and execute on internal communications strategy.

Administration

1. Leadership and Planning of the Admin function, acting as the focal point for all administrative matters and driving performance.
2. Facilities management including, future planning and, where necessary, upgrading of current facilities to produce and maintain a safe and attractive workplace.
3. Operational oversight on a daily basis, supervising the Administration specialist, responsible for the management of accurate and cost-effective travel, office administration and diary scheduling.
4. Vendor management and company events.
5. Identifies key areas of improvement, plans administrative processes, establishes guidelines, and implements protocols.
6. Coordinates with executive management and other managers to ensure alignment with the company’s mission, vision, core values, and objectives.
7. Tracks team performance and ensures quality of work is within acceptable levels.
8. Plans and executes the quarterly reviews and monthly meetings in coordination with the leadership team.

Qualifications and Skills

1. Proven working experience of minimum 8 years as Head HR & Admin OR Senior HR & Admin Manager.
2. People-oriented and results-driven.
3. Demonstrable experience with HR metrics.
4. Knowledge of HR systems and databases.
5. Ability to steer strategy along with leadership skills.
6. Excellent listening, negotiation and presentation skills.
7. Competence to build and effectively manage interpersonal relationships at all levels of the company.
8. In-depth knowledge of labor law and HR best practices.
9. Degree in Human Resources or related fields.

What We Offer

We provide a supportive and dynamic work environment where you will have the opportunity to make a meaningful contribution to solutions that improve human wellbeing and conserve the environment.

Location: Bengaluru

Compensation: Remuneration will depend on skills and experience.

WELL Labs’ recruitment and employment policies are inclusive. We respect both the spirit and letter of the laws of equal employment opportunity.

We review applications on a rolling basis. The position will remain open till a suitable candidate is found.