Lead – Global HR Operations Transitions & Transformation

Dr. Reddy’s Laboratories Ltd. is a leading multinational pharmaceutical company based across global locations. Each of our 24,000 plus employees comes to work every day for one collective purpose: to accelerate access to affordable and innovative medicines because Good Health Can’t Wait.
We started in 1984 with a modest investment, 20 employees and a bold vision. Today, we have research and development centres, manufacturing facilities or a commercial presence in 66 countries.
For nearly four decades, we have stood for access, affordability and innovation based on the bedrock of deep science, progressive people practices and robust corporate governance. As the pharmaceutical industry evolves and undergoes disruption, we see an opportunity – to strengthen our core further (the next steps) and to build the future (the new bets).
‘The Next and the New’ is how we aim to continue to be the partner of choice – purpose-driven, future-ready and sustainable. Our aim is to reach over 1.5 Bn+ patients across the world by 2030 by growing our core businesses and building for the future with sustainability at the core of our purpose and strategy. Sustainability for us means operating in a manner that respects people, planet and purpose – helping us conserve precious resources, serve our patients, create value for stakeholders, give back to society, fulfil our potential and maintain our integrity and transparency
Dr Reddy’s maintains a work environment, free from discrimination and is an equal opportunity employer. We are committed to employ & nurture all qualified diverse workforce without regard to race, colour religion, nationality, sex, age, disability status, genetics, sexual orientation, gender expression, citizenship or any other characteristic or classification protected by applicable law(s) of the country we operate in. We treasure every talent, and recognize merit and diversity in our organization.
Job Description
Lead – Global HR Operations Transitions & Transformation
Role Purpose
We are seeking a highly energetic, hands-on, and transformation-focused HR Operations professional to lead the discovery, standardization, and centralization of HR processes across international geographies, with focus on non-English speaking countries across LATAM, CIS, Russia, Eastern Europe, and other emerging regions.
This role will be instrumental in building a scalable Global HR Operations model by conducting process discovery, documenting current-state operations, designing future-state processes, creating SOPs, and establishing a global Hub & Spoke operating model over the next 12-18 months.
The ideal candidate has deep experience in Global HR Shared Services, HR transitions, process centralization, and operating model design, and can effectively work across different cultures, languages, and stakeholder groups. Over time, this role could evolve into a broader HR Operations leadership position covering International Operations, India Operations, or Shared Services delivery, requiring a high degree of flexibility and fungibility.
Key Responsibilities
Global Process Discovery & Assessment
Lead process discovery workshops with HR teams across multiple international geographies.
Understand and document country-specific HR processes, regulatory requirements, controls, and service models.
Assess current operational maturity and identify opportunities for standardization and centralization.
Conduct detailed process mapping of end-to-end Hire-to-Retire lifecycle processes.
Capture process variations, dependencies, system interactions, and localized practices.
Global Process Standardization
Define global standard processes while accommodating mandatory local compliance requirements.
Challenge legacy practices and eliminate redundant, non-value-added activities.
Drive simplification, harmonization, and process optimization across countries.
Establish standard process flows, controls, ownership models, and service governance frameworks.
Develop global process standards, policies, and operating procedures.
SOP Development & Knowledge Management
Create high-quality SOPs, process maps, work instructions, RACI matrices, and governance documentation.
Build and maintain a centralized process repository for all international HR operations.
Ensure processes are audit-ready, scalable, and knowledge-transfer friendly.
Drive documentation standards across all transitioned processes.
Create operational playbooks for future growth and expansion.
HR Operations Centralization & Transition
Design and execute the roadmap for transitioning international HR processes into HR Direct.
Build business cases and transition strategies for process migration.
Lead knowledge transfer and stabilization activities during transitions.
Identify opportunities for consolidation into shared services delivery.
Support successful migration of services from country teams to centralized operations.
Hub & Spoke Operating Model Design
Lead the design and implementation of a Global Hub & Spoke operating model.
Define process ownership, service delivery responsibilities, escalation paths, and governance structures.
Recommend optimal allocation of activities between global hubs and local country teams.
Develop service catalogues, SLAs, KPIs, and operational governance mechanisms.
Ensure sustainable scalability of the operating model.
Lifecycle Process Ownership
Drive discovery, standardization, and transition of:
Recruitment Operations
Onboarding & Pre-boarding
Employee Data Management
Payroll Inputs & Administration
Benefits Administration
Performance Management Operations
Rewards Administration
Learning Administration
Employee Lifecycle Transactions
Mobility & Expatriate Administration
Offboarding & Separation
HR Helpdesk & Query Management
Record Management & Compliance
Transformation & Continuous Improvement
Lead operational excellence initiatives across global HR operations.
Conduct root cause analysis and implement sustainable corrective actions.
Drive automation, digitization, and workflow optimization opportunities.
Apply Lean, Six Sigma, and process excellence methodologies.
Establish process maturity, SOP adherence, and governance measures.
Stakeholder Management
Partner with Country HR, HRBPs, COEs, Payroll, HR Technology, Legal, Compliance, and Business Leaders.
Build strong relationships across global and regional teams.
Influence stakeholders toward standardized ways of working.
Present recommendations, risks, and transformation updates to senior leadership.
Qualifications & Experience
Education
MBA / Postgraduate Degree in HR, Operations, Business Administration, or related field.
Experience
8-10 years of experience in Global HR Operations, Shared Services, HR Transformation, GBS, or HR Service Delivery environments.
Strong experience managing HR operations across multiple international geographies.
Proven experience in HR process transitions, migrations, and centralization initiatives.
Demonstrated success in conducting process discovery and transformation programs.
Experience working with non-English speaking countries is highly preferred.
Experience operating in global, matrixed environments.
Desired Skills & Competencies
Functional Expertise
Global HR Operations
Shared Services & GBS
HR Process Transitions
Process Discovery & Process Mapping
SOP Development
Operating Model Design
Service Delivery Management
Process Governance
HR Technology Platforms (Workday, SAP SuccessFactors, Oracle HCM)
Leadership Attributes
High energy and execution-oriented mindset.
Strong change agent and transformation capability.
Comfortable dealing with ambiguity and building from scratch.
Excellent stakeholder management and influencing skills.
Strong analytical and problem-solving ability.
Exceptional documentation and process design skills.
Ability to work across cultures, geographies, and time zones.
Ownership-driven with a bias for action and outcomes.
Ideal Candidate Profile
A transformation professional who has successfully led global HR process transitions and centralization programs, ideally across EMEA, LATAM, CIS, Russia, and other international markets. The individual should be capable of independently conducting process discovery, building SOPs and governance frameworks, designing future-state operating models, and leading the journey toward a centralized Global HR Operations model.
This is a build-and-transform role, not a steady-state operations role. We are looki

Work arrangement
No