 Developing and executing human capital strategies that maximise enterprise profitability & performance, transforming cultures, building infrastructure and proactively engaging employees  Architecting and rolling out people first strategy in support of growth, engagement, and diversity  Building a well-developed and high-performing team that works together collaboratively by using agile methodologies  Developing & implementing programs to achieve business & operational goals and advising senior leadership on talent acquisition, performance management, strategic planning, policy, staffing, compensation, and succession planning  Identifying talent gaps on an ongoing basis, providing feedback to management concerning possible problems or areas of improvement, along with recommendations for more effective and efficient methodologies for recruiting efforts  Ensuring seamless People Operations by aligning HR Strategy in line with business strategy  Planning and forecasting Annual Manpower Budgeting and managing Staff Costs  Designing and implementing a holistic Workforce planning strategy to meet short-term & long-term business challenges with a focus on key areas like talent acquisition & management, organisational development, culture & values, cultural training needs to build a diverse workforce, support key corporate initiatives, and employee engagement, connection, & productivity  Conducting TNA (Training Need Analysis) for all employees and planning Learning & Development calendar basis the analysis  Managing the full recruitment life cycle from receiving the requirement, shortlisting CVs, scheduling interviews, sourcing, interviewing, headhunting, screening, negotiating, and validation to acceptance of the offer and final placement through a structured recruitment process designed to obtain the best candidate  Supporting current & future business needs through the development, engagement, & preservation of human capital  Preparing KRAs (Key Responsibility Areas) for various positions/ roles in the organisation  Performing analysis of attrition data of organisation by reducing the percentage of both Voluntary and Involuntary resignations by holding continuous meetings management for discussing the attrition and the ways of retention of the employees