Hr Manager 1

Role & responsibilities

Key Responsibilities

1. Strategic HR Business Partnering

• Serve as a trusted advisor to delivery and practice leaders, aligning business priorities with talent outcomes.
  • Lead organization design, workforce planning, and succession readiness for key roles. • Leverage data analytics and dashboards to drive actionable insights on attrition, engagement, and productivity. • Partner with cross-functional teams to design and implement people strategies that enhance billability and margins.

2. Performance Management (PMS)

• Lead the design, deployment, and governance of the performance management system across delivery units.
  • Ensure goal alignment with business KPIs and client outcomes through structured OKRs and measurable goals. • Drive calibration, feedback quality, and rating governance to sustain differentiation and meritocracy. • Coach managers to build strong performance dialogues and developmental conversations.

3. Compensation & Benefits

• Collaborate with the C&B COE to execute the annual compensation cycle, incentive design, and retention plans.
  • Apply strong knowledge of compensation models, salary structures, compa-ratio analysis, and market benchmarking. • Conduct pay analytics to ensure internal equity, external competitiveness, and linkage to business ROI. • Support the implementation of long-term incentive and skill-premium frameworks.

4. Employee Engagement & Experience

• Lead the BU engagement agenda using data-driven insights from pulse and annual surveys.
  • Design and implement engagement programs that strengthen belonging, culture, and leadership visibility. • Partner with employer branding and communication teams to amplify recognition and internal storytelling. • Track engagement metrics and ROI through dashboards and action plan governance.

5. HR Governance, Concepts & Implementation Excellence

• Demonstrate deep command over HR fundamentals including OD, talent management, learning design, policy development, and labor law compliance.
  • Lead HR process implementation and change management initiatives across the employee lifecycle. • Ensure data integrity, policy adherence, and compliance across all HR systems and audits. • Champion digital HR transformation leveraging tools like Darwinbox, SAP SuccessFactors, or Workday.

Ideal Candidate Profile

• Experience: 1014 years in progressive HR roles, primarily in IT services / digital technology organizations.
  • Proven experience in HRBP, Performance Management, Compensation Design, and Engagement Leadership. • Strong conceptual grounding in HR theory, process design, and implementation discipline. • Demonstrated ability to influence senior stakeholders and drive people transformation at scale. • Education: MBA/PGDM/PGCHRM in HR from reputed institute.

Preferred candidate profile