The Vigo ★ 2.2

Strategic Business Partnering:

• Partner with Functional Heads to translate business strategy into actionable people plans
• Lead workforce planning, headcount budgeting, and organization design
• Provide advisory on organization structure, team effectiveness, and capability gaps
• Anticipate people-related risks and recommend solutions

Organization Development & Capability Building:

• Develop and implement Competency Framework across functions
• Design and optimize organization structures for scalability
• Build succession planning and talent pipeline for critical roles
• Lead organization development and transformation initiatives

Talent Acquisition & Employer Branding:

• Define hiring strategy and workforce planning aligned with business expansion plans
• Ensure quality of hire for critical positions (Sales, Marketing, Medical, Key functions)
• Build and maintain talent pipelines for key roles and leadership succession
• Drive employer branding initiatives to strengthen talent attraction
• Partner with TA team to optimize recruitment effectiveness through data (time-to-fill, cost-per-hire, retention rate)

Performance Management:

• Design and implement KPI / BSC frameworks aligned with business strategy and departmental goals
• Monitor and analyze performance data to identify gaps and improvement opportunities
• Lead end-to-end performance review cycles, including calibration sessions and Performance Improvement Plans (PIP)
• Link performance outcomes to compensation, promotion, and career development decisions
• Drive a high-performance and accountability culture

Learning & Development (L&D):

• Identify capability gaps and design targeted learning programs
• Develop training roadmap for Sales, Medical, and leadership teams
• Drive leadership development and coaching initiatives
• Evaluate training effectiveness and ROI

Employee Relations & Engagement:

• Serve as a trusted advisor to employees and managers in resolving labor relations issues and internal conflicts
• Design and conduct regular Employee Engagement Surveys; analyze results and develop actionable improvement plans
• Lead corporate culture initiatives, employee benefits programs, and Employee Experience improvements
• Ensure compliance with labor law and internal policies; handle disciplinary cases and grievances

HR Advisory & Analytics:

• Provide data-driven people insights to leadership to support business decisions
• Track and report key HR metrics across all pillars (headcount, turnover, engagement, performance distribution)
• Identify workforce trends and proactively recommend HR interventions
• Act as a strategic advisor to line managers on people-related matters

Report:

• Report to the HR Director (HRD)

1. Education & Qualifications:

• Bachelor’s degree or higher, preferably in HR Management, Economics, or related fields.
• Solid knowledge of HR management and the labor market.

1. Years of experience:

• Minimum 3 years in a similar role; experience in Pharma, Cosmetics, Retail, FMCG, is preferred

1. Personal Qualities & Skills:

• Eager to learn, self-driven, and open to challenges.
• High sense of responsibility, flexibility, and ability to work under pressure.
• Training skills.
• Professional communication skills.
• Teamwork and relationship-building skills.
• Problem-solving and decision-making skills.

1. Languages:

• Good command of English (communication level).

1. Tech Skills:

• Proficiency in Microsoft Office (Word, Excel, PowerPoint).