We are seeking for an experienced senior HR leader to head our India Country HR function that supports approx 1500 employees across multi-sites and an operation hosting Global Finance and Global Shared Services including a 500+ Field Sales, Marketing, Services and Customer Support organizations. You are a critical member of our India Country Management team and will lead/support efforts in forging leadership, talent and culture in support of business needs.

Reporting to the Vice President, Asia Pacific Human Resources and working within our One Agilent/One HR Collaboration ethos, you will partner with Business HRs, HR COEs and HR Shared Services Organizations across Asia and Global to deliver priorities in the 3 core areas: Support to the Country Management Team, Country Compliance & Operations, and General HR Support.

Consultant & Advisor – Support overall strategic HR objectives at local and regional levels and contribute to the successful execution of  business strategies; Provide HR consulting, executive coaching, insights and solutions on people and organizational issues to the leadership team to address business challenges; Lead initiatives to brand Agilent as an Employer of Choice/Great Place to Work to attract and retain talent; Drive efforts towards further strengthening the Agilent culture and partner with local management to lead to through change. Provide consulting on performance management, development of key talent and succession planning working with/supporting Business HR; Champion organization engagement, diversity & inclusion and employee experience; Deliver required country specific communications.

Business HR Operations Lead – Develop and implement Agilent HR policies, practices and employment contracts and programs whilst ensuring local laws compliance; Ensure labor & wage law practices are accurately applied, where appropriate; Manage local benefits (including pensions) in accordance with Global Benefits governance; Maintain knowledge of industry trends and employment legislation and ensure organization’s compliance; Execute required due diligence and integration activities related to mergers, acquisitions & divestitures; Manage disciplinary/misconduct investigations and resolutions with Legal/Internal Audit and contribute to ICC; Manage employee-related local Data Privacy requirements, Diversity/EEOC requirements; Manage legal obligations associated with employee representative bodies (Unions, Employee Representatives).

Manager – Lead and develop a team of HR professionals in-country; Contribute to the delivery of core Agilent HR training (Managing @ Agilent and local training programs) in coordination with Global Learning & Leadership Development; Partner with the Global/India Staffing to support talent acquisition activities including On-Boarding, New Employee Orientations and Mobility; Support Performance Compensation Rewards Planning and other Compensation/ Incentive programs working with Global Total Rewards; Ensure end-to-end HR service delivery by maintaining partnership across all corporate and country HR functions; Connect managers and employees with appropriate HR functions and Corporate Communications.

• Bachelors or master’s degree in a related discipline, including at 12-15 years HR managerial/leadership experience gained within multinational organizations.
• Strategic thinking – Ability to partner with business leaders to implement solutions that solve complex business challenges to address these issues.
• HR acumen – Working knowledge of people management skills. Familiar with the entire HR service delivery chain including compliance, staffing, total rewards, learning & development. Robust understanding of current legal, regulatory and governmental labor environment.
• Business acumen – Understand organization’s business strategies. Aware of relevant external business competition, conditions and trends and how to translate these into appropriate management and HR actions.
• Financial acumen – Understand drivers of shareholder value and relevant business models, and how to translate these into appropriate management and HR actions.
• Partnering and influence – A team player. Present solutions in ways that are heard, understood and supported in a global matrix reporting environment. Add insight that positively influences senior management decision-making. Communicate with clarity, conviction and confidence across regions/cultures, including upward when necessary.
• Personal credibility – Consistently offer quality advice, counsel and insight. Maintain self-esteem and that of others while directly and constructively addressing issues. Create trust and mutual respect.
• Self-understanding – Advanced self-awareness and self-confidence. Recognize personal biases. Understand own strengths and liabilities. Proactively work to develop, complement or offset personal gaps or liabilities.