About the role
- Partner with business leaders to understand their business plans, organisation structure, workforce requirements and people challenges.
- Act as a trusted HR advisor and thought partner to leaders and managers.
- Translate business priorities into people priorities and actionable HR plans.
- Proactively identify people risks and opportunities rather than only responding to issues.
- Challenge and influence managers where required, while maintaining strong relationships and credibility.
- Understand business metrics and connect people decisions with business outcomes.
- Partner with leaders on annual and periodic workforce planning.
- Assess organisation structures, spans, layers, capability requirements and future talent needs.
- Support manpower planning based on business growth, productivity and cost considerations.
- Identify capability gaps and work with leaders to build the right talent and organisation structure.
- Support organisation design and restructuring initiatives as the business evolves.
- Partner with Talent Acquisition on critical and leadership hiring requirements.
- Support role calibration, talent benchmarking and hiring strategy for assigned functions.
- Ensure hiring plans are aligned with business priorities, timelines and budgets.
- Bring a business lens to candidate quality, compensation and talent availability.
- Build strong understanding of internal and external talent pipelines.
- Own and strengthen performance management practices for assigned teams.
- Partner with managers on goal setting, performance reviews, feedback and performance improvement.
- Support talent reviews, succession planning and identification of high-potential talent.
- Enable managers to have better quality performance and career conversations.
- Identify capability gaps and work with the People Team to create relevant development interventions.
- Actively own the employee experience for assigned functions.
- Use employee feedback, engagement data and people insights to identify areas of improvement.
- Partner with managers to strengthen engagement, retention and team effectiveness.
- Drive meaningful employee connects and culture initiatives rather than activity-led engagement.
- Be a strong custodian of Wholsum’s values and culture as the organisation scales.
- Act as a point of support for managers and employees on people-related matters.
- Handle sensitive employee situations with maturity, empathy and sound judgement.
- Coach managers on employee conversations, conflict resolution, performance concerns and people decisions.
- Ensure consistent and fair application of HR policies and processes.
- Build manager capability to independently handle people matters effectively.
- Use people data to identify trends and support business decisions.
- Track metrics such as attrition, hiring TAT, workforce cost, engagement, performance and retention.
- Convert people data into meaningful insights and recommendations for leadership.
- Build a data-backed approach to solving recurring people challenges.
- Lead and contribute to strategic People & Culture projects as the organisation scales.
- Build and improve HR processes, frameworks and systems with a focus on simplicity and effectiveness.
- Identify opportunities to use technology and AI to improve HR productivity and employee experience.
- Drive projects from idea to execution, ensuring measurable outcomes.
- Business leaders see you as a trusted people partner, not just an HR process owner.
- Workforce plans are aligned with business growth and cost priorities.
- Hiring, retention and talent decisions are increasingly proactive and data-backed.
- Managers become better at managing, developing and engaging their teams.
- Performance and talent processes are executed with quality and ownership.
- People issues are identified early and resolved thoughtfully.
- Employees have a strong and consistent experience across their lifecycle.
- HR is seen as an enabler of business growth, not a support function sitting on the sidelines.
- 9–12 years of relevant experience across HR Business Partnering, HR Generalist, Talent Management, Talent Acquisition, HR Operations or related HR roles.
- Strong experience in business partnering with managers and senior business leaders.
- Experience working in a startup, D2C, FMCG, food, retail, consumer or other high-growth environment will be preferred.
- Strong exposure to multiple HR areas, with the ability to look at people challenges holistically.
- Demonstrated experience in handling complex people situations and influencing stakeholders.
- Experience in workforce planning, performance management, talent management and employee engagement.
- Strong understanding of HR metrics and people analytics.
- MBA / PGDM in Human Resources is preferred.
- Candidates with a bachelor's degree in Human Resources, Business Administration, Psychology, Commerce or a related discipline may also be considered.
- A front-row seat to building a high-growth FMCG business.
- Opportunity to work closely with founders, business leaders and senior People & Culture leaders.
- The opportunity to shape the people agenda as Wholsum scales.
- Exposure to strategic workforce planning, organisation building and business decision-making.
- Freedom to experiment, build and improve rather than simply follow established playbooks.
- Mentorship from senior leaders, board members and in-house experts.
- The opportunity to think strategically while staying close to execution.
- A chance to make a real impact on how people experience and grow with Wholsum Foods.