Human Resource Manager

Role & responsibilities

1. Talent Acquisition

• Drive the companys end-to-end recruitment strategy, execution, and metrics.
• Oversee and mentor the recruitment team, ensuring delivery across functions and levels.
• Develop long-term talent acquisition strategies aligned with business needs and market shifts.
• Identify sourcing channels (including campus/off-campus, social, referrals, agencies) and continuously optimize them.
• Maintain an active pipeline of top talent for critical roles across departments.

2. Manpower Planning & Budgeting

• Lead annual manpower planning in collaboration with department heads.
• Design, manage, and monitor the HR budget and reallocation across hiring cycles.
• Forecast workforce requirements based on growth plans, attrition trends, and upcoming projects.
• Ensure optimal headcount planning without compromising on talent quality.

3. Analytics & Workforce Insights

• Track and report key HR metrics (cost-per-hire, attrition, engagement, performance ratings, etc.).
• Provide data-driven recommendations on improving HR processes and talent strategies.
• Benchmark organizational performance against industry standards for proactive planning.
• Monitor ROI of recruitment and L&D programs.

4. Talent Management & Development

• Own the entire employee lifecycle: attraction, recruitment, onboarding, development, and retention.
• Create scalable career paths, internal mobility frameworks, and high-potential identification programs.
• Oversee the design and execution of L&D programs, technical upskilling, and soft-skills training.
• Develop employer branding initiatives to position the company as an employer of choice.

5. Performance Management

• Design and refine the performance management process (OKRs/KPIs/360-degree feedback).
• Enable a performance-driven culture through regular reviews, feedback mechanisms, and action plans.
• Identify high performers and future leaders through analytics and structured assessments.
• Integrate performance outcomes with promotion and reward cycles.

6. Compensation & Benefits

• Develop and manage the compensation philosophy, salary bands, and incentive structures.
• Conduct compensation benchmarking to remain competitive in the talent market.
• Ensure statutory and regulatory compliance in payroll, tax, PF, ESI, and other benefits.
• Create frameworks for variable pay, bonuses, and rewards aligned with business goals.

7. HR Operations & Compliance

• Oversee all core HR functions including payroll, employee records, leave management, and benefits.
• Drive initiatives around POSH compliance, grievance redressal, and policy creation.
• Maintain HRIS systems, dashboards, and employee data integrity.
• Ensure 100% compliance with all labour laws, company policies, and internal controls.

8. Employee Engagement & Culture

• Lead cultural transformation initiatives and foster an inclusive, collaborative work environment.
• Design and execute engagement programs based on employee feedback and business themes.
• Monitor and improve employee satisfaction, eNPS, and retention rates.
• Champion diversity, equity, and inclusion initiatives across all departments.

9. Communication & Leadership Support

• Serve as a strategic advisor to the CEO and senior leaders on HR and organizational matters.
• Cascade business vision and values across teams through consistent communication and storytelling.
• Influence decision-making with HR insights, talent risks, and organizational readiness assessments.

What Were Excited About in You

• Experience: 10 to 12 years in HR leadership roles, ideally in high-growth or transformation-stage organizations.
• Strategic Outlook: Strong ability to see the "big picture" and align people strategy to business shifts.
• Emotional Intelligence: High EQ and ability to handle complex interpersonal dynamics.
• Analytical Mindset: Experience in using data and metrics to drive business decisions and performance.
• Ownership & Agility: Self-starter who can work independently, solve problems, and lead from the front.
• Communication: Strong written and verbal skills with the ability to influence at all levels.
• Multi-tasking: Comfortable managing multiple priorities, people, and projects simultaneously.
• Adaptability: Strong decision-maker who thrives in a fast-paced, ever-evolving environment.
• Compliance & Integrity: Deep knowledge of HR laws and commitment to ethical practices.

Preferred Qualifications

• MBA or PGDM in Human Resource Management
• Experience in industries such as real estate, technology, consulting, or services is a plus.
• Exposure to digital HR tools, ATS, LMS, and HRIS platforms.
• Must be proficient in making compelling reports and dashboards.