Adviser to Chief Human Resources Officer — GCC Talent Scale

The mandate

The people committee cannot resolve how to scale from a service-centre pyramid to a capability-led organisation while hiring across analytics, digital commerce, finance and supply chain. Imported job architecture rewards span and tenure more than scarce skills and global ownership.

Two days each month cover a workforce-shape clinic and GCC People Committee attendance. Advice on a director hire, retention intervention or organisation proposal is acknowledged within two business days and returned within five after receiving the evidence pack.

The twelve-month mandate ends following the next succession and reward cycle and cannot be renewed. The adviser has no line authority, hiring veto, remuneration vote or executive responsibility.

Up to three unrelated advisory roles may continue. Work for a competing consumer-products GCC, executive-search firm, staffing supplier or reward consultant serving this organisation must be disclosed; candidate referral fees are prohibited.

Why the board wants this voice

Functional leaders optimise their own hiring plans, and local HR is absorbed by execution. The committee lacks an operator who has built senior capability and careers inside a scaling GCC. It wants independent challenge before workforce choices harden into an expensive pyramid.

What you will own

• Test the workforce plan for scarce capability, automation exposure and excessive managerial layering.
• Challenge job architecture that understates product, analytics and principal-expert careers.
• Press sponsors to define global decision roles before recruiting senior leaders.
• Shape succession reviews around demonstrated enterprise ownership rather than visibility alone.
• Examine retention proposals for root causes, cohort effects and unintended internal inequity.
• Guide the committee on measures for leadership depth, skills mobility and regrettable attrition.
• Advise the CHRO when external hiring should give way to internal development or role redesign.

Candidate qualifications

• 18–22 years in CHRO, talent or organisation leadership across global capability centres.
• Direct experience scaling a multi-function GCC beyond 1,500 professionals.
• Evidence of redesigning job architecture for expert, product and digital careers.
• Practical command of India leadership markets, retention analytics and succession governance.
• Board-committee experience challenging workforce investment and reward decisions.
• Independence from search, staffing and reward vendors likely to seek work from the centre.

Non-negotiables

• Two Gurugram days monthly and participation in every GCC People Committee meeting.
• No candidate referral, placement or supplier-introduction income.
• Disclosure of competing GCC and people-services relationships.
• Five-business-day response on complete director-hire or organisation-design packs.

1. 49 words maximum. Which GCC workforce model did you reshape, and what changed in leadership depth or regrettable attrition?
2. 49 words maximum. Which search, staffing, reward or competing-GCC commitments must be disclosed to this committee?
3. 49 words maximum. Can you reserve two monthly days through the next succession and reward cycle?