HR ops – Lead

Purpose/Objective

The HR Ops Lead is responsible for overseeing HR operations and employee engagement delivery across assigned sites or a cluster, ensuring consistent employee experience, compliance, and process excellence. The role manages and guides HR Ops Executives, acts as the escalation point for site-level issues, and partners with Site Ops and HR leadership to ensure governance of onboarding, documentation, HR systems, compliance, and engagement initiatives.

Key Responsibilities of Role

HR Operations Oversight & Governance Supervise and guide HR Ops Executives in executing onboarding, documentation, HRIS updates, payroll inputs, and exit formalities. Ensure adherence to HR SOPs, compliance requirements, and audit readiness across sites. Drive standardization and consistency of HR operations across the cluster. Compliance & Escalation Management Act as the escalation point for employee queries, grievances, and compliance issues unresolved at the Executive level. Ensure timely closure of escalations in partnership with HRBPs, Legal, and Compliance teams. Monitor compliance with labour laws, statutory requirements, and audit protocols. Employee Engagement & Experience Lead the execution of employee engagement calendars, recognition frameworks, and cultural initiatives at site/cluster level. Partner with Engagement Leads to design and adapt activities to site-specific needs. Capture and analyze employee feedback to improve engagement outcomes. HR Systems & Reporting Oversee HRIS and workforce management systems (e.g., Kronos, SAP SuccessFactors) updates and accuracy. Generate cluster-level dashboards on attendance, onboarding, attrition, and engagement metrics. Identify operational gaps and propose process improvements to Site Ops leadership. Team Leadership & Capability Building Lead a team of HR Ops Executives, setting priorities and ensuring service quality. Build team capability through training, mentoring, and SOP reinforcement. Monitor team performance against service delivery KPIs. Stakeholder Collaboration Partner with Site Ops Leads, HRBPs, Admin, Security, and BU Leaders to align HR ops with business needs. Coordinate with external vendors (staffing, facilities, engagement partners) to ensure SLA adherence. Support readiness for leadership visits, audits, and townhalls.

Technical Competencies

Data-Driven Insights: Using data to support HR strategies and initiatives, such as workforce planning and employee engagement programs, is essential.,HR Software Proficiency,Process Improvement: HR professionals should be able to identify areas for improvement in HR processes and implement solutions using technology.,Talent Management Systems (TMS): TMS platforms are used to manage the employee lifecycle from onboarding to performance management and development.

Qualifications and Experience

Internal Stakeholders: Tower Lead – Site Operations Employee Engagement Lead HRBPs & HR COEs (Payroll, Compliance, Engagement, Talent) Site Ops Executives BU Leaders, Admin & Security Teams External Stakeholders: Staffing & Facilities Vendors Engagement Partners Auditors / Statutory Authorities Educational Qualification: Graduate degree in Human Resources, Business Administration, or related field. Postgraduate HR qualification preferred but not mandatory. Work Experience: 8–12 years of experience in HR operations or site administration, including supervisory roles. Hands-on experience in onboarding, HRIS/HRMS, compliance tracking, and employee engagement. Experience managing multi-site operations or cluster-level HR support.