Job Title

1. POSITION VACANT: Deputy Director - Human Resources and Organisational Development (DD-HR&OD), India Health Action Trust, Delhi2. ORGANIZATIONAL BACKGROUND:India Health Action Trust (IHAT) was instituted in 2003 and is registered under section 12A(a) of the Income Tax Act, 1961, registered with the Ministry of Home Affairs under the Foreign Contribution (Regulation) Act,1976, & with the Ministry of Corporate Affairs under the Companies (Corporate Social Responsibility Policy) Amendment Rules 2021.IHAT’s vision is to meaningfully impact the lives of vulnerable and marginalised people by addressing health and social inequities. The Trust is working towards reducing inequities by developing comprehensive and sustainable programmes to improve population health. Since its inception, IHAT has been working closely with the Government of India and state governments, including Uttar Pradesh, Madhya Pradesh, Karnataka, Rajasthan, Delhi and Bihar to achieve public health goals.The organization's work is focused in areas of prevention and control of HIV and Tuberculosis, in achieving significant improvements in Reproductive, Maternal, Neonatal and Child Health, improved Nutrition among mothers and children, and strengthening health systems. IHAT uses program science to optimise and scale public health programs while partnering with the governments and communities.For more information about IHAT, please visit: JOB DESCRIPTION/ RESPONSIBILITIES:Role Summary:The Deputy Director - Human Resources and Organisational Development (DD-HR&OD) is responsible for aligning human capital with the organization’s mission, driving HR strategies, and fostering a high-performing, inclusive workplace culture. This role oversees HR operations, talent management, compliance, and organizational development.While also providing oversight to HR and OD function across all locations, this role requires 30%-40% engagement with IHAT’s UP programme directly and through Senior Manager HR and OD for specific initiatives.Key Responsibilities:(1) Legal Compliance & Risk Management: (a) Ensure adherence to all labor laws, employment regulations, and HR compliance mandates.(b) Collaborate with legal counsel on employee disputes, contract reviews, and workplace investigations.(c) Oversee HR audits, compliance reporting, and risk mitigation related to employment policies.(2) Strategic HR Leadership and Workforce Planning: (a) Design and implement HR strategies that align with organizational goals.(b) Lead talent acquisition, retention, and succession planning, particularly for senior leadership roles.(c) Develop and oversee human resource planning (full cycle), ensuring alignment between workforce needs and strategic goals.(d) Ensure compliance with labor laws, regulatory requirements, and HR policies.(e) Monitor key workforce trends, including recruitment efficiency, engagement, retention, and succession planning.(3) Organizational Development & Culture: (a) Foster a culture of collaboration, inclusivity, and innovation.(b) Lead change management, leadership development, and team-building initiatives.(c) Improve organizational structures and systems for efficiency.(d) Oversee employee well-being programs and proactive engagement mechanisms.(4) Capacity Building & Learning and Development: (a) Identify and address skill gaps across all levels.(b) Mentor leadership teams and implement professional development programs.(c) Establish pathways for leadership succession.(d) Develop structured training programs and build partnerships for upskilling.(5) HR Operations: (a) Oversee payroll, benefits administration, grievance redressal, and policy implementation.(b) Ensure seamless execution of HR processes (recruitment, induction, performance management, HRIS, exit management).(6) Performance Management and HR Analytics: (a) Implement performance evaluation systems and drive a culture of continuous improvement.(b) Utilize HR analytics to track KPIs and workforce planning insights.(c) Use data-driven insights to enhance HR processes and organizational effectiveness.(7) Stakeholder Engagement & External Partnerships: (a) Collaborate with executive leadership to align HR with strategic goals.(b) Conduct regular HR team meetings across locations.(c) Partner with external stakeholders to enhance HR compliance and initiatives.(d) Support Board and Governance meetings and key stakeholder engagement.(8) Workplace Ethics & Code of Conduct Task Force: (a) Establish and oversee the Workplace Ethics & Compliance Task Force.(b) Implement whistleblower protection policies, anti-discrimination guidelines, and ethical governance frameworks.(c) Ensure alignment of HR policies with corporate governance and DEI (Diversity, Equity & Inclusion) initiatives.(9) POSH (Prevention of Sexual Harassment) & Workplace Safety: (a) Support the CEO in the effective functioning of Internal Complaints Committee (ICC), ensuring compliance with the POSH Act, 2013.(b) Lead awareness and training programs on sexual harassment prevention and gender equity.(c) Ensure documentation of all complaints and related documents are available with the Presiding Officer, its updates are included in the Board Meetings and annual reports filed in a timely and legally compliant manner.(10) Gender, Inclusion and Safeguarding: (a) Ensure gender and social inclusion in HR policies, hiring, and retention practices.(b) Monitor and report DEI progress using HR analytics and feedback mechanisms.(c) Uphold safeguarding and Protection from Sexual Exploitation and Abuse (PSHEA) commitments.(11) Additional Responsibilities: Perform any other tasks assigned by the line manager to support organizational goals.4. QUALIFICATIONS, EXPERIENCE AND SKILLS:Qualifications:Master’s degree in HR, Organizational Development, Business Administration, or related field.Experience:(1) Minimum 10 years of overall HR experience including prior experience as head of the function. Preference will be given to candidates with exposure to both HR and Organisational Development (OD).(2) Expertise in HR strategy, talent management, and leadership development.(3) Strong knowledge of labor laws, compliance, and HR analytics.(4) Proven ability to drive cultural change and foster an inclusive workplace.Key Competencies:(1) Strategic Thinking & Decision Making: Ability to align HR strategies with business objectives.(2) Organizational Development & Change Management: Expertise in enhancing structures and leading change initiatives.(3) Talent Management & Succession Planning: Ability to attract, develop, and retain top talent.(4) HR Policy & Compliance: In-depth understanding of labor laws and best practices.(5) Leadership Development & Coaching: Strong mentoring capabilities.(6) Employee Engagement & Performance Management: Proficiency in designing engagement programs.(7) HR Analytics & Data-Driven Insights: Ability to use data for workforce planning and decision-making.(8) Stakeholder & Relationship Management: Strong collaboration across internal and external networks.5. REPORTING LINE: Chief Executive Officer6. LOCATION: Delhi7. TRAVEL REQUIRED: 30-40% of the time.8. COMPENSATION OFFERED:The gross remuneration budgeted for the position is attractive. The offer made to the selected candidate shall be commensurate with the qualifications, experience, and salary history.9. REFERENCE: DD-HR&OD-IHAT10. CONTACT INFORMATION:Team SAMSStrategic Alliance Management Services P Ltd.1/1B Choudhary Hetram House, Bharat NagarNew Friends Colony, New Delhi 110025Phone Nos.: 011-4081 9900; 4165 361211. APPLICATION PROCESS:Eligible candidates interested in the position are requested to urgently apply using the link by or before June 23, 2025.Commitment to Gender Equality, Diversity, and Inclusion:IHAT is an equal opportunity organization. At IHAT, the organization is dedicated to fostering an environment that values and respects gender equality, diversity, and inclusion. IHAT believes that a diverse and inclusive workplace is essential for driving innovation, creativity, and success. The Trust is committed to ensuring that every individual, regardless of gender, race, ethnicity, sexual orientation, or any other characteristic, is treated with dignity and respect.Commitment to Safeguarding, Protection from Sexual Exploitation and Abuse (PSHEA), and Consent Seeking:IHAT is unwavering in its commitment to safeguarding all individuals associated with its work. The Trust prioritizes the safety and well-being of its employees, partners, and the communities it serves. IHAT strictly adheres to policies and practices that protect against sexual exploitation and abuse and emphasize the importance of consent in all interactions.