Director-Human Resources

JOB DESCRIPTION – DIRECTOR - HUMAN RESOURCES

Position: Director - Human Resources

Organization: India Child Protection

Location: New Delhi, India (HQ)

Employment Type: Full-time (Contractual)

Reporting To: Trustee

About India Child Protection (ICP)

India Child Protection (ICP), established in 2005, is a leading civil society organization committed to preventing child sexual exploitation, trafficking, child marriage, and all forms of violence against children. Through research, technology, capacity building, and strategic partnerships, ICP strengthens child protection systems across India.

Working across 416 districts in 29 States and Union Territories, ICP collaborates with government agencies, law enforcement, the judiciary, and civil society organizations to build a safer future for every child.

Job Role:- The Director – Human Resources provides strategic leadership and direction for the Human Resources function, ensuring that people strategies support the organization's vision, mission, and strategic objectives. The incumbent leads talent acquisition, performance management, employee engagement, organizational development, learning and development, compensation and benefits, HR operations, statutory compliance, and culture-building initiatives while fostering a high-performing, inclusive, and values-driven workplace.

Key Responsibility Areas:-

Strategic HR Leadership

• Develop and implement the organisation's HR strategy aligned with business and organisational goals.
  
• Advise senior leadership on people strategies, workforce planning, and organisational development.
  
• Lead HR transformation and continuous improvement initiatives.
  
• Develop HR policies, systems, and frameworks to support organisational growth.
  

Talent Acquisition & Workforce Planning

• Oversee end-to-end recruitment and selection processes.
  
• Develop workforce planning and succession strategies.
  
• Strengthen employer branding and talent pipelines.
  
• Ensure timely hiring of qualified talent.
  

Performance Management

• Lead the organization's performance management framework.
  
• Establish performance goals, appraisal systems, and development plans.
  
• Promote a high-performance and accountability culture.
  
• Support managers in performance coaching and employee development.
  

Learning & Organization Development (OD)

• Develop leadership development and capacity-building initiatives.
  
• Identify organisational learning needs and implement training programmes.
  
• Lead succession planning and career development initiatives.
  
• Foster a culture of continuous learning.
  

Employee Relations & Culture

• Promote employee engagement and workplace well-being.
  
• Build an inclusive, respectful, and collaborative work culture.
  
• Resolve employee grievances and workplace conflicts.
  
• Lead change management initiatives.
  

Compensation & Benefits

• Develop and oversee compensation and benefits frameworks.
  
• Ensure competitive and equitable compensation practices.
  
• Oversee payroll governance and employee benefits administration.
  

HR Operations & Compliance

• Oversee HR operations including onboarding, probation, confirmations, transfers, promotions, and separations.
  
• Ensure compliance with labour laws and statutory requirements.
  
• Maintain HR records, HRIS, and employee documentation.
  
• Ensure compliance with organisational policies and safeguarding standards.
  

Leadership & Team Management

• Lead, mentor, and develop the HR team.
  
• Build team capability and strengthen HR service delivery.
  
• Promote collaboration across departments.
  

Key Performance Indicators (KPIs)

• Effective implementation of the organisation's HR strategy and annual HR plan.
  
• Timely recruitment and successful onboarding of qualified talent.
  
• Improved employee retention and workforce stability.
  
• Strengthened employee engagement and organisational culture.
  
• Effective implementation of the performance management system.
  
• Development and execution of learning, leadership, and succession planning initiatives.
  
• Compliance with labour laws, statutory requirements, and organisational HR policies.
  
• Timely resolution of employee grievances and disciplinary matters.
  
• Accuracy and confidentiality of HR records, documentation, and HRIS data.
  
• Timely development and review of HR policies, SOPs, and procedures.
  
• Effective compensation and benefits administration.
  
• Leadership and development of a high-performing HR team.
  
• Delivery of HR analytics, workforce reports, and management information for strategic decision-making.
  
• Successful implementation of organisational change and HR transformation initiatives.
  
• High levels of internal stakeholder satisfaction with HR services.
  
• Promotion of diversity, equity, inclusion, safeguarding, and employee well-being.
  
• Strong collaboration with senior leadership to achieve organisational objectives.
  
• Effective management of HR budgets and resource utilisation.
  
• Continuous improvement in HR systems, processes, and service delivery.
  
• Demonstration of professionalism, integrity, accountability, and alignment with the organisation's mission and values.
  

Educational Qualification

• Master's Degree in Human Resource Management, MBA (HR), Organisation Development (OD), Business Administration, or a related field.
  
• Professional certifications in HR, Labour Laws, Organisation Development (OD), or Talent Management are desirable.
  
• Certification in HR Analytics, Coaching, or Leadership Development will be an added advantage.
  

Experience

• Minimum 10 years of progressive experience in Human Resources.
  
• At least 5 years in a senior HR leadership role.
  
• Experience in NGOs, development organisations, or mission-driven organisations is preferred.
  
• Demonstrated experience in organisation development, talent management, employee relations, and HR strategy.
  

Technical Skills

• Strong knowledge of HR strategy and organisational development.
  
• Expertise in recruitment, talent acquisition, and workforce planning.
  
• Comprehensive understanding of performance management systems.
  
• Sound knowledge of Indian labour laws and statutory compliance.
  
• Experience in compensation and benefits administration.
  
• Proficiency in HR Information Systems (HRIS) and HR analytics.
  
• Strong policy drafting and HR documentation skills.
  
• Advanced proficiency in Microsoft Office Suite, particularly Excel and PowerPoint.
  
• Experience in change management and organisational restructuring.
  

Core Competencies

Strategic Leadership

• Develops and executes long-term HR strategies.
  
• Aligns people initiatives with organizational priorities.
  

People Leadership

• Inspires, mentors, and develops high-performing teams.
  
• Builds leadership capability across the organization.
  

Organizational Development

• Drives organizational effectiveness and culture transformation.
  
• Leads workforce planning and succession management.
  

Decision Making

• Makes informed, data-driven, and ethical decisions.
  
• Balances strategic priorities with operational needs.
  

Communication & Influencing

• Builds strong relationships across all levels.
  
• Communicates effectively with internal and external stakeholders.
  

Change Management

• Leads organizational change initiatives effectively.
  
• Supports employees through periods of transition.
  

Stakeholder Management

• Builds collaborative partnerships with leadership, employees, donors, and external agencies.
  
• Influences positive organizational outcomes.
  

Compliance & Governance

• Ensures compliance with labour laws, HR policies, safeguarding standards, and organizational governance requirements.
  

Behavioural Competencies

• Visionary leadership
  
• Integrity and ethical conduct
  
• Accountability
  
• Emotional intelligence
  
• Collaboration
  
• Adaptability
  
• Strategic thinking
  
• Innovation
  
• Resilience
  
• Professionalism
  
• Coaching and mentoring
  
• Confidentiality
  

Desirable Attributes

• Strong commitment to child rights and safeguarding principles.
  
• Passion for building inclusive and equitable workplaces.
  
• Ability to lead organisational change with empathy and effectiveness.
  
• High level of integrity, discretion, and professionalism.
  
• Strong interpersonal and stakeholder management skills.
  
• Commitment to diversity, equity, and inclusion.
  
• Alignment with the mission, vision, and values of India Child Protection.