Head of People – India, People Business Partnering

Our people are foundational to our strategy– they are not ‘resources’ that we leverage! Our People team (formerly Human Resources) partners with leaders to engage and attract high performing, diverse, entrepreneurial talent. We continuously challenge ourselves to be BOLD in our thinking, design and delivery of people solutions that enable our people to be the best that they can be and drive exceptional ResMed success.

Primary Objective:

The Sr. Manager, People Business Partner/ Head of People – India is aligned within a specific business unit or function and will act as a key thought leader and advisor to the business leadership team and will be able to challenge and lead change at every level of the organization to drive the right business outcomes. This role will develop and own a comprehensive, forward-looking People strategy to drive decisions and key impact on talent, organizational capability and leadership. This role focuses on the most pressing talent opportunities across the business and has clear accountability to P&L outcomes for their portfolio. The Sr Manager, PBP/ Head of People – India will actively influence and support the global People priorities and will partner closely with People Centers of Excellence (COE) to further the transformation of the People function and advance our commitment to enabling our leadership culture and strong employee engagement.

Job Environment:

The primary interfaces for this role are the business leaders of India’s Commercial and Technology organizations, their direct reports, the People organization and broader ResMed management team.  This role also requires significant communication and collaboration with a range of internal stakeholders, outside partners and consultants.

Responsibilities and Accountabilities:

• Leverage a deep understanding of the business strategy to provide expert insight and leadership into organizational effectiveness and workforce planning and talent development
• Provide forward-looking, strategic People solutions and advice to senior business leaders
• Partner with senior business leaders to develop talent strategies in support of both the overall business strategy and imperatives as well as ResMed’s People strategy
• Identify human capital risks and issues. Partner with People Experience and People Solutions teams to build mitigation plans to drive continuous improvement of talent and organizational effectiveness
• Partner with People Centers of Excellence community to actively participate in developing shared services and self-sufficiency capabilities, scalable global and virtual workforce and workplace strategies with the goal of promoting a “direct access” mentality amongst employees and managers
• Facilitate an inclusive and engaging culture across the enterprise and with all stakeholders; act as an employee experience steward by identifying the experiences employees’ value most and help eliminate the work that’s least valuable to employees.
• Maintain knowledge of progressive People practices and trends and create meaningful innovations and enable a strategic plan
• Build and leverage People analytics and digital technologies to create strategic insights that unlock better talent decision-making that drive P&L
• Builds alignment on and commitment to key talent initiatives and decisions
• Measures talent outcomes, their impact on value, and holds him/herself accountable to the results
• Provides direction and is accountable to the success of the People Experience partner(s) – this role requires the ability to think strategically while still rolling up your sleeves when needed to ensure tactical delivery

Accountabilities includes establishing priorities and developing plans for the business related to:

Workforce Planning - Provide partnership to leadership on workforce plans in accordance with the strategic direction of the business. Leverage COE specialists to help define talent needs, key position and capability requirements, skills, and job leveling

Organization Development & Effectiveness - Drive organizational development initiatives in workgroups with leaders within the business unit and beyond; conduct analysis of organizational issues to identify and recommend suitable resolutions, options, and interventions. Drive leadership development planning for organization in partnership with the Global People Solutions COE

Talent Management – Create and deliver on a strategy for talent sourcing, development, movement, retention and succession. Leverage the People Solutions COE to build succession plans for each critical role/key positions and align high potential to future roles. Work closely with Talent Acquisition to identify talent (both internal and external) to build top talent succession pipeline

Change Management – Partne