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Director

Director, HR Country Management

Syneos Health, Inc.·Posted 2 months ago

Location

All India, Hyderabad

Experience

10–14 years

Required Skills

HR complianceEmployee relationsLeadershipEmployment LawBusiness AdministrationData privacyLabor relationsData analysisPolicy advisoryHR auditsPolicy harmonizationER case managementGovernance frameworksRisk mitigation strategiesMetricsdriven decisionmakingFluency in local languagesbusinesslevel English

About the Role

As the Director, HR Country Management at Syneos Health, you will play a crucial role in leading the deployment of global HR policies across the assigned country or countries. Your responsibilities will include ensuring compliance with local laws and cultural relevance, conducting impact assessments with HR Centers of Excellence (CoEs) and Legal, and overseeing policy localization. You will also be responsible for managing HR-related audits, inspections, and statutory reporting. In addition, you will provide insights into compliance trends, risk exposure, and legislative changes to country leadership and HR Business Partners (HRBPs).

Key Responsibilities:

  • • Lead deployment of global HR policies, ensuring compliance and cultural relevance

  • • Partner with HR CoEs and Legal for impact assessments and policy localization

  • • Oversee HR audits, inspections, and statutory reporting

  • • Provide insights on compliance trends, risk exposure, and legislative changes

  • • Act as a strategic advisor to HRBPs, CoEs, and country leadership

  • • Drive strategic workforce planning, organizational design, and change management efforts

  • • Represent the country in global HR initiatives

  • • Serve as an escalation point for complex employee relations cases

  • • Manage relationships with employee representative bodies

  • • Monitor and improve employee lifecycle processes

  • • Own Workday knowledge base content

  • • Lead deployment of culture and engagement initiatives

  • • Provide people data and analytics for HR and business decisions

  • • Mentor and develop HR team members

    • Qualifications & Education Requirements:

  • • Bachelors degree in Human Resources, Employment Law, Business Administration, or related field; Masters degree preferred

  • • Minimum 10 years of progressive HR experience, with at least 5 years in leadership roles

  • • Strong knowledge of employment law, data privacy, and labor relations

  • • CIPD Level 7 or equivalent HR certification preferred

  • • Experience managing HR teams and influencing across functions

  • • Proven track record in HR audits, policy harmonization, and ER case management

  • • Skilled in designing governance frameworks and risk mitigation strategies

  • • Strong interpersonal and advisory skills

  • • Proficient in data analysis and metrics-driven decision-making

  • • Fluency in local language(s) and business-level English

    • In your role, you will have the opportunity to shape the future of healthcare, driving impact for customers and defining the pace of patient progress. Join us at Syneos Health and be a part of our mission to accelerate customer success and make a difference in people's lives. Visit our website to learn more about Syneos Health: http://www.syneoshealth.com As the Director, HR Country Management at Syneos Health, you will play a crucial role in leading the deployment of global HR policies across the assigned country or countries. Your responsibilities will include ensuring compliance with local laws and cultural relevance, conducting impact assessments with HR Centers of Excellence (CoEs) and Legal, and overseeing policy localization. You will also be responsible for managing HR-related audits, inspections, and statutory reporting. In addition, you will provide insights into compliance trends, risk exposure, and legislative changes to country leadership and HR Business Partners (HRBPs).

    Key Responsibilities:

  • • Lead deployment of global HR policies, ensuring compliance and cultural relevance

  • • Partner with HR CoEs and Legal for impact assessments and policy localization

  • • Oversee HR audits, inspections, and statutory reporting

  • • Provide insights on compliance trends, risk exposure, and legislative changes

  • • Act as a strategic advisor to HRBPs, CoEs, and country leadership

  • • Drive strategic workforce planning, organizational design, and change management efforts

  • • Represent the country in global HR initiatives

  • • Serve as an escalation point for complex employee relations cases

  • • Manage relationships with employee representative bodies

  • • Monitor and improve employee lifecycle processes

  • • Own Workday knowledge base content

  • • Lead deployment of culture and engagement initiatives

  • • Provide people data and analytics for HR and business decisions

  • • Mentor and develop HR team members

    • Qualifications & Education Requirements:

  • • Bachelors degree in Human Resources, Employment Law, Business Administration, or related field; Masters degree preferred

  • • Minimum 10 years of progressive HR experience, with at least 5 years in leadership roles

  • • Strong knowledge of employment law, data privacy, and labor relations

  • • CIPD Level 7 or equivalent HR certification preferred

  • • Experience managing HR teams and influencing across functions

  • • Proven track record in HR audits, policy harmonization, and ER case management

  • • Skilled in designing governance frameworks and risk mitigation strategies

  • • Strong interpersonal and advisory skills

  • • Proficient in data analysis and metrics-driven decision-making

  • • Fluency in local language(s) and business-level En

    • HireIQ AI InsightsBeta

    Ideal Candidate

    An HR leader who has successfully navigated multi-country policy harmonization in regulated industries (pharma, life sciences, or healthcare preferred), with proven expertise in employment law and audits.

    Estimated Salary Range(medium confidence)

    ₹24 L – ₹36 L per year

    Likely Interview Questions

    1. 1.Walk us through a specific example where you localized a global HR policy—what compliance gaps did you identify, and how did you manage pushback from either global or local stakeholders?

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