HR Manager

Job Objectives: 

To act as a strategic HR partner for the Global Delivery Centre (GDC), providing end-to-end Human Resource support and ensuring the effective delivery of HR programs, policies, and processes. The role is responsible to work closely with the HR Director and supporting business leaders in achieving organizational goals through people strategies, talent management, employee engagement, and operational excellence while ensuring compliance with local employment legislation and alignment with global HR frameworks.

1. HR Business Partnering

Act as a trusted advisor to business leaders and management teams on all people-related matters.
Work closely with the HR Director to support and implement key people initiatives and strategic priorities.
Partner with leaders to align people strategies with business objectives.
Provide HR advice and coaching to managers on organizational and people matters.
Support organization design and workforce planning initiatives.
Drive change management and organizational effectiveness initiatives.
Collaborate with regional and global HR teams to implement HR programs and policies.

2. Workforce Planning
Partner with Talent Acquisition teams and hiring managers to support recruitment activities.
Participate in interviews and selection processes.
Support manpower planning and talent requirements for the business.
Ensure a seamless onboarding experience for new employees.
Partner with leaders to attract and retain top talent.
Support succession planning and talent pipeline initiatives.

3. Employee Relations and Employee Experience
Serve as the first point of contact for HR-related matters.
Provide HR Generalist advice and support to employees and managers.
Manage employee relations matters and provide appropriate guidance and resolutions.
Resolve escalated HR queries and employee concerns.
Handle disciplinary actions, grievances, and conflict resolution.
Support employee lifecycle activities, including promotions, transfers, and exits.
Foster a positive, inclusive, and high-performing work environment.

4. Performance Management and Talent Management
Support the delivery of performance management processes.
Drive goal-setting and performance review cycles.
Partner with leaders to identify and develop high-potential talent.
Support talent review and succession planning discussions.
Promote a culture of continuous feedback and high performance.
Coach managers on performance improvement and employee development.

5. Compensation, Benefits and Rewards
Support annual compensation and bonus review processes.
Ensure alignment with the organization's compensation philosophy and internal equity.
Provide market insights and recommendations to support compensation decisions.
Support benefits administration and employee communication.
Partner with business leaders and the HR Director on reward and recognition initiatives.
Assist with compensation benchmarking and salary analysis activities.

6. Learning and Organizational Development
Conduct Training Needs Analysis in partnership with business leaders.
Develop and maintain annual training calendars.
Coordinate learning and development programs.
Monitor and evaluate training effectiveness.
Support leadership development initiatives.
Promote continuous learning and capability building across the organization.

7. Employee Engagement, Culture and DE&I
Drive employee engagement initiatives and action plans.
Analyze employee engagement survey results and partner with leaders to improve employee experience.
Support diversity, equity, and inclusion initiatives.
Promote employee wellbeing and recognition programs.
Help create a positive and collaborative workplace culture.
Support initiatives aimed at making the organization a great place to work.

8. HR Operations, Policies and Compliance
Develop, review, and maintain HR policies and procedures.
Ensure compliance with Indian employment laws and statutory requirements.
Maintain HR records and ensure employee data accuracy within the HRIS.
Manage employee documentation and HR administration processes.
Manage relationships with external vendors and service providers.
Partner with the Global Mobility team to support international transfers and assignments.
Support HR audits and governance requirements.
Drive continuous improvement and standardization of HR processes.

9. HR Analytics and Reporting
Monitor and analyze key HR metrics and KPIs.
Provide HR dashboards and workforce insights to management.
Analyze attrition trends, headcount movement, diversity metrics, and employee engagement data.
Support decision-making through people analytics and reporting.
Provide recommendations to improve organizational effectiveness and employee experience.

10. HR Projects and Strategic Initiatives
Partner with the HR Director to deliver strategic HR initiatives and transformation programs.
Support the implementation of global and regional HR programs.
Lead or participate in cross-functional HR projects.
Drive process improvement and automation initiatives.
Support culture transformation and organizational change initiatives.
Contribute to the continuous enhancement of HR practices and employee experience.

Requirements
Master's Degree in Human Resources, Business Administration, or a related discipline.
10 - 13 years of progressive HR experience in an HR Business Partner or HR Generalist role.
Experience supporting a Global Delivery Centre (GDC), Shared Services, or multinational organization is preferred.
Strong knowledge of Indian employment laws and HR best practices.
Experience working in a matrix organization and managing multiple stakeholders.
Strong business partnering, stakeholder management, and influencing skills.
Strong analytical, problem-solving, and decision-making abilities.
Excellent verbal and written communication skills.
High degree of integrity and confidentiality.
Strong learning agility, adaptability, and a collaborative mindset.
Proficiency in HR systems and HR analytics.