Vice President - Human Resources - Legal/Professional Services

Designation: Vice President - Human Resources Location: Delhi Reporting To: Leadership Role Summary: The Vice President - Human Resources will lead the Firm's people strategy and HR function, partnering closely with the Managing Partner and Partnership to attract, develop, engage, and retain high-performing legal and business services talent. The role will oversee talent acquisition, partner and lawyer integration, performance management, leadership development, employee relations, culture, succession planning, and HR operations while ensuring alignment with the Firm's strategic objectives. The incumbent will serve as a trusted advisor to leadership on organizational effectiveness, workforce planning, talent management, employee engagement, and people-related risk. Key Responsibilities: Strategic HR Leadership: - Lead and implement the Firm's HR strategy aligned with business objectives. - Drive workforce planning, succession planning, and organizational development initiatives. - Develop HR policies, governance frameworks, and people practices. - Utilize HR analytics and insights to support leadership decision-making. - Foster a high-performance, inclusive, and collaborative culture. Partner Induction & Integration: - Manage onboarding and integration of Partners and senior lateral hires. - Facilitate cultural assimilation and stakeholder alignment. - Support retention, engagement, and cross-practice collaboration. Talent Acquisition: - Lead hiring for Partners, Counsels, Associates, and business services professionals. - Drive market mapping, talent intelligence, and employer branding initiatives. - Manage executive search relationships and senior-level hiring processes. - Oversee campus recruitment and internship programs. - Build strong talent pipelines to support business growth. Performance Management: - Lead the Firm's performance management and talent review processes. - Drive appraisal, promotion, succession, and compensation review cycles. - Partner with leaders to identify and develop high-potential talent. - Support performance improvement and retention initiatives. Leadership Development & Talent Management: - Design and implement leadership development programs. - Drive mentoring, coaching, and succession planning initiatives. - Facilitate leadership retreats and capability-building programs. - Develop future leadership pipelines across the Firm. Employee Relations & Culture: - Advise leadership on employee relations, workplace concerns, and conflict resolution. - Lead investigations and resolution of employee grievances and disciplinary matters. - Drive employee engagement, well-being, and culture-building initiatives. - Champion diversity, equity, inclusion, and belonging (DEIB) programs. Stakeholder Management & Advisory: - Act as a strategic advisor to the Partnership on all people's matters. - Coach leaders on talent management, organizational effectiveness, and change management. - Support business transformation and organizational change initiatives. HR Operations, Governance & Compliance: - Oversee end-to-end HR operations and employee lifecycle management. - Ensure compliance with labor laws, regulatory requirements, and Firm policies. - Lead HR reporting, governance, and process excellence initiatives. Education & Experience: - Master's degree in human resources, Business Administration, or related discipline from a reputed institution. - LL.B. qualification will be preferred. - Relevant HR or leadership certifications will be an added advantage. - 15 - 18 years of progressive HR experience, including significant experience in a senior HR leadership role. - Prior experience in a law firm is strongly preferred. - Candidates from professional services, consulting, accounting, or other partnership-driven environments may also be considered. - Proven experience in talent acquisition, leadership hiring, performance management, employee relations, culture building, and organizational development. - Demonstrated ability to influence and partner with senior leadership and stakeholders. Key Competencies: - Strategic HR Leadership - Talent Acquisition & Workforce Planning - Performance & Talent Management - Leadership Development - Employee Relations - Organizational Development - Stakeholder Management - Change Management - HR Governance & Compliance - Communication & Influencing Skills Key Success Metrics: - Leadership and key talent retention - Time-to-hire for strategic positions - Employee engagement and culture scores - Attrition and retention metrics - Succession readiness and leadership bench strength - Performance management effectiveness - Internal promotions and talent mobility - Stakeholder satisfaction and HR service delivery