Job Opportunity for Head of Human Resources in The Convergence Foundation at New Delhi

Position
The Convergence Foundation, Head of Human Resources

Position Summary
The portfolio organisations are run by senior leaders who have previously held key leadership positions at established institutions across sectors, such as Airtel, Whirlpool, Bharti Foundation, Bill and Melinda Gates Foundation, Ashoka University, and Dasra. We are looking for a committed, motivated, and intellectually curious individual who will work alongside these senior leaders to identify the skills, experiences, and competencies required for the success of each organisation.

At The Convergence Foundation, we strongly believe that people are critical to the success of an organisation. When it comes to people, we believe in Jim Collins’s theory of “getting the right people on the bus and in the right seats”.

Role Mission
The Head of HR will act as a partner and advisor to the leaders of portfolio organisations to identify the people required for the success of the organisation and instill the necessary processes for smooth functioning of all organisations. This person will be responsible for bringing the best people in the ecosystem (from any sector) to these opportunities and ensuring that our organisations are the best places to work in the social sector. The Head of HR will be responsible for talent acquisition, employee experience, and people-related processes. Whether it involves hiring for key senior roles, strategy planning that will enable organisations to unlock scale, or defining the future of work, the Human Resources team will work on some of the most exciting projects at The Convergence Foundation.

Key Responsibilities
The core focus of this role is to collaborate with leadership teams across the portfolio organisations to assist them in determining and fulfilling their talent needs, and executing all people-related processes from start to end. Key responsibilities include, but are not limited to:

● Talent Strategy and Acquisition:
○ Understand resource requirements for thematic areas and verticals, design appropriate job profiles, and identify the appropriate talent acquisition strategy
○ Advise senior leaders on competencies, mindsets, and experiences required for specific roles and for the organisation as a whole
○ Work with senior leaders on people strategy planning, particularly with organisations scaling up rapidly in multiple geographies
○ Identify high quality active and passive candidates interested in the impact sector and proactively engage via founders’ and senior leaders’ networks, talent partner relationships, alumni programs, consulting organisations, campus placement drives and other innovative sources
○ Lead and execute all stages of the recruitment process from start to end for all mid and junior level positions

● Organisational Development:
○ Assess the talent risk in each portfolio organisation – the roles that are most critical and might see high churn, or roles with specialised skills that are in short supply
○ Design and implement learning and development programs for management and employees working in constantly changing environments

○ Align talent strategies and actions to the organisations’ strategies
○ Assist and advise organisations’ leaders to pioneer innovative approaches, streamline processes, and empower employees to perform to their maximum potential

● Employer Branding:
○ Develop a compelling employer value proposition for the group, organisation and role along with candidate-facing collaterals
○ Augment the employer branding strategy and ensure implementation of the short-term and long-term deliverables carved out for the portfolio organisations
○ Develop a strong multi-pronged employer branding plan including blogs, videos, podcasts, webinars/events and other relevant talent engagement tools

● Operational processes:
○ Drive a high performance work culture across all the portfolio organisations and manage a high-performing Human Resources team
○ Handle the performance management cycle process from start to end and monitor timely and accurate completion of the appraisals
○ Design and implement core processes that can be used quickly and effectively to build and scale new organisations while also allowing room to make changes as per organisation-to-organisation requirements
○ Contribute towards the automation of performance management systems
○ Provide support to organisation leaders in applying the performance management system should they face challenges with the implementation

Required Qualifications, Skills and Abilities
Ideal candidates should have the following qualifications and skills that are required for this
role:
● A Master’s from a top tier institution in a relevant field including business, industrial/organisational psychology, human resources, communications, or a related field
● 10-15+ years of work experience demonstrating strong research and leadership skills, including the ability to build and lead teams from scratch
● Excellent networking and relationship-building skills and the ability to recognize, inspire and connect with the best-in-class talent
● Excellent presentation skills, with the ability to communicate effectively, both orally and in writing, with external audiences
● Strong project management skills and the ability to deliver output in a timely manner
● Hire, manage and supervise a high performing Human Resources team skilled in talent mapping and acquisition
● Strong planning and organisational skills, and an ability to set priorities, plan timelines and meet deadlines
● Ability to be effective in a fast-paced and consensus-based work environment
● Prior experience in consulting, sales or team scale up in a high-growth startup could be an interesting value-addition to many aspects of this role

Personal Characteristics and Desired Qualities
● Thrives on building strong networks, nurturing relationships with high-quality talent in the corporate and social sector, and wants to work with top leaders in system-change organisations to help build them from the ground up
● Willingness and ability to commit the next few years to developing a strong social sector network
● Highly motivated and able to work independently to agreed goals and targets and take ownership of the overall recruitment strategy and process of the portfolio organisations
● High ability to collaborate and actively listen to others, understanding and valuing others’ views
● Ability to learn about new sectors quickly and to run a thorough and high-quality search process, including leadership candidate search, outreach, engagement, and evaluation
● Operating style suited to working in a small-organisation setting, where teamwork and resourcefulness are highly valued
● Excellent leadership skills, including the ability to manage multiple high-volume roles simultaneously
● Adaptable and flexible to changing circumstances and needs of the role, including flexibility in working hours to ensure coordination with key candidates in different locations and time zones
● Demonstrate sensitivity, confidentiality and discretion in their interactions and engagement with prospective and active candidates, beyond the recruitment process

Compensation
Remuneration will be competitive with Indian philanthropy pay scales and will depend upon the candidate’s experience.

Location
New Delhi, India