Job Title: HR Operations Lead
Experience Required:
10–15 years (minimum 12 years preferred)
Location
: ECIL, Hyderabad
Reports To
: Head – Human Resources
Job Overview
The HR Operations and People & Culture Partner is a hybrid strategic and operational role dedicated to ensuring seamless HR administration while cultivating a positive, high-performing workplace culture. This position is responsible for managing core HR processes (such as onboarding, payroll, policy compliance, and data management) and acts as a trusted advisor to employees and managers on people-related matters. The role drives key HR initiatives—employee engagement, talent development, and cultural transformation—by embedding best practices, supporting organizational change, and facilitating programs that align with business values and objectives. And specifically includes responsibility for managing a large workforce of 2,500+ employees, typical in enterprise-scale organizations or multi-site operations. Success in this position requires balancing detail-oriented operational delivery with proactive partnership and coaching, fostering both operational excellence and an inclusive, engaging environment where everyone can thrive
Employee and Manager Support
Serve as the primary liaison for employees and line managers, addressing HR queries, employee relations issues, and policy clarifications. Provide coaching and guidance to promote consistency and fairness in people management practices.Culture and Engagement DevelopmentDesign and execute programs that enhance employee engagement, inclusion, and belonging. Partner with leaders to sustain a positive workplace culture aligned with organizational values and goals.
Talent Development and Learning
Collaborate on learning and development initiatives, conduct training needs analyses, and implement programs that strengthen leadership, performance, and career growth opportunities across teams
.
Policy and Compliance Governance
Develop, update, and implement HR policies to ensure legal compliance and equity. Maintain employee documentation and monitor adherence to internal processes and labor laws.
Data-driven HR Decision Making
Gather and analyze HR metrics (turnover, engagement, training effectiveness, etc.) to provide actionable insights. Use people analytics to drive strategic decisions on workforce planning, culture initiatives, and performance improvement
HR Operations Management
Oversee the end-to-end HR lifecycle including employee onboarding, payroll, HRIS data management, benefits administration, and compliance with local regulations. Ensure HR systems and processes run efficiently and accurately to support daily operations.
Employee Engagement
Develop and execute annual employee engagement plans aligned with business objectives.Plan and organize engagement activities, events, and communication campaigns to enhance employee morale and workplace culture.Conduct regular employee feedback surveys (pulse & engagement surveys), analyze results, and recommend action plans.Foster a culture of recognition by managing employee appreciation and reward programs.Partner with department heads to ensure employee concerns are addressed and workplace relationships remain positive.Support internal communication and employer branding initiatives to promote a positive work environment.
Performance Management System (PMS)
Lead the design, rollout, and continuous improvement of the organization’s performance management process.Drive goal-setting, mid-year reviews, and annual appraisal processes in collaboration with department leaders.Provide guidance to managers and employees on setting SMART goals and effective feedback techniques.Ensure timely completion of performance cycles and maintain accurate performance data and records.Train managers and employees on PMS tools, processes, and performance discussions.Analyze performance data to identify talent gaps, training needs, and succession opportunities.
Rewards & Recognition (R&R)
Design and implement a structured R&R framework aligned with company values and performance culture.Manage monthly/quarterly/annual R&R programs and ensure transparency in selection processes.Introduce innovative recognition platforms (digital/peer-to-peer recognition tools).Track the effectiveness of R&R programs through feedback and participation analysis.Collaborate with finance and leadership to budget and approve reward initiatives.
Key Skills & Competencies
- Expertise in HR operations, Policy Framing, L&D, Culture Development, and compliance
- Strong understanding of HRIS and HR process automation
- Excellent communication and stakeholder management skills
- High attention to detail, analytical thinking, and problem-solving ability
- Proven ability to lead teams and manage multiple priorities
Educational Qualification
- MBA / PGDM in Human Resources or equivalent
Languages Should Know
