Human Resource Manager

ABOUT THE ORGANISATION

The organisation is a lean backbone organisation, being set up to anchor Common Ground, a collaborative systems entrepreneurship initiative in the domain of environmental governance and rural livelihoods, in India. It will focus on field setting, so that entrepreneurial action by multiple actors is accelerated and multiplied, seeding the ecosystem with institutional apparatus and change leaders to leave a legacy that is beyond any single initiative. By connecting and convening actors, the organisation will nurture relationships with and between networks of partners (governments, philanthropy, and other market and civil society actors) to provide the catalytic impetus necessary to spur action and amplify impact. The organisation will endeavour to help establish trust, agility and diversity within the initiative, by promoting a collegial way of working, while also ensuring regulatory compliance and accountability to outcomes.

The Common Ground Initiative:

Common Ground seeks to leverage the unique opportunity presented by the Commons to address three interwoven issues livelihoods, climate, and social equity by bringing in a socio-ecological narrative into mainstream development models, through a collaborative action framework. 205 million acres, a quarter of Indias landmass, is covered by community forests, pastures and water bodies. These land and water Commons are deeply intertwined with peoples lives and livelihoods, are associated with traditional institutions of self-governance, and are central to climate action and resilient rural economies. Through clearly defined pathways and intervention strategies, Common Ground aims to purposefully tackle the system level barriers and opportunities faced by several organisations and initiatives in the environmental governance and rural livelihoods domain, to amplify impact at scale. By building connections, processes, and shared knowledge systems, and by convening and connecting actors at various levels (local to national), across thematic domains (water, forests, pastures, fisheries, climate, rural livelihoods) and across functional domains (government, business, tech initiatives), Common Ground will catalyse the Commons ecosystem for resilient ecological, social and economic outcomes at the local level. The initiative is being led by Jagdeesh Puppala (former Chief Executive of the Foundation for Ecological Security), as the Chief Convener.

JOB SUMMARY
The Human Resources (HR) team plays a vital role in fostering a dynamic, inclusive, and high-performing workplace. As a strategic partner to the organization, HR is committed to building a strong and engaged workforce by driving talent acquisition, employee development, and people-centered policies. Our focus extends to cultivating a positive work culture, ensuring compliance with labor laws, enhancing employee experience, and implementing best practices in HR operations. We strive to attract, nurture, and retain top talent while championing diversity, collaboration, and continuous learning.

KEY RESPONSIBILITIES

1. Talent Acquisition & Recruitment Support

• Develop and execute comprehensive talent acquisition strategies to attract, assess, and hire top talent.
• Collaborate with hiring managers to define role requirements and implement best hiring practices.
• Streamline recruitment processes, ensuring a smooth and efficient candidate experience.
• Oversee employer branding initiatives to position the organization as an employer of choice.
• Manage onboarding programs to ensure a seamless transition for new hires, enhancing their early engagement and productivity.

2. HR Operations and Building Process Efficiency

• Lead and optimize HR operations, ensuring seamless administration of employee records, payroll, and benefits.
• Implement HR policies, processes, and technology-driven solutions to improve efficiency and compliance.
• Maintain accurate HR data and reports to facilitate informed decision-making.
• Oversee compliance with labor laws and organizational policies, ensuring timely audits and updates.
• Drive automation and process enhancements to streamline HR workflows and reduce operational bottlenecks.

3. Board Meetings of the Foundation and Related Compliance

• Convening the board meetings with the support of the team
• Documenting the minutes of the board meeting
• Documentation of the compliance-related board meetings
  

4. Performance & Growth

• Design and implement performance management frameworks that drive employee productivity and development.
• Develop leadership and professional development programs to upskill employees and prepare them for career growth.
• Monitor probation reviews, appraisals, and career progression plans to ensure alignment with organizational goals.
• Create and execute employee engagement initiatives that foster a positive and motivated workplace culture.
• Partner with department heads to establish mentorship and coaching programs that encourage continuous learning.

5. Strategic HR Leadership

• Partner with senior leadership to shape and strengthen the organizational culture, fostering a collaborative, inclusive, and high-performing work environment.
• Facilitate communication between board members, senior leadership, and internal teams, ensuring transparency and collaboration in driving organizational culture and effectiveness.
• Maintain comprehensive records of HR-related discussions from board meetings, tracking key decisions, action points, and follow-ups to ensure accountability and execution.
• Prepare and present HR reports, workforce analytics, and talent insights to the board, enabling data-driven decision-making on people strategy

6. HR Policy Development and Compliance

• Design, review, and implement HR policies that align with organizational values, legal requirements, and industry best practices, ensuring a fair and consistent work environment.
• Ensure compliance with all labor laws, employment regulations, and organizational policies. Stay updated on legal changes and proactively mitigate HR-related risks.
• Lead internal HR audits and ensure accurate record-keeping of employment contracts, payroll, benefits, and policy adherence.
• Generate compliance reports for senior leadership and the board as required.
• Develop and oversee mechanisms for addressing employee concerns and grievances, ensuring confidentiality, impartiality, and timely resolution in line with legal and organizational frameworks.

7. Leading Learning and Development Initiatives

• Develop and implement a comprehensive L&D strategy that aligns with the organisations mission, values, and long-term objectives, fostering a culture of continuous learning
• Work closely with department heads, program managers, and volunteers to identify learning needs, gather insights, and ensure training initiatives support organizational priorities
• Develop mechanisms to assess the effectiveness of training programs through feedback collection, outcome measurement, and data-driven refinements for sustained impact

ELIGIBILITY AND REQUIREMENTS

• Masters degree in human resources, Business Administration, or a related field. 6-10 years of HR experience and a significant understanding of talent acquisition and HR processes. Having done this in the social impact sector will help you navigate the space better.
• You take full ownership of HR initiatives and processes, hold yourself accountable for outcomes, and drive continuous improvement across all areas of responsibility.
• You have excellent communication and interpersonal skills. You thrive in collaborative environments, actively engaging with cross-functional teams and stakeholders to achieve shared goals and foster a culture of teamwork and synergy
• Detail-oriented with strong organisational and time management skills
• Ability to work independently and as part of a team
• You demonstrate a hunger for learning and growth. You quickly adapt to new challenges and opportunities and proactively seek ways to enhance your skills and knowledge.

BEHAVIORAL COMPETENCIES

• A creative and innovative thinker with a pragmatic and solution-oriented mind-set, resilient outlook, adaptability and humour. Collegial, within the team and with network partners
• Ability to successfully navigate complex institutional dynamics, frequently involving tension over competing priorities and perspectives; and having high tolerance for and comfort with ambiguity, with ability to switch between strategic and practical thinking
• Readiness to travel in different parts of the country as required