Human Resource Senior Manager

Designation -

Years of Experience:

Reporting Manager

Location:

Job Responsibilities

1. HR Strategy & Business Alignment

• Lead organizational design and succession planning with senior leadership to enable scalable growth aligned with SGs strategic goals.
  
• Collaborate with business leaders to understand operational challenges and design HR interventions accordingly.
  
• Align HR policies, frameworks, and initiatives with business needs to foster a high-performance culture.
  
• Proactively drive workforce planning to ensure the right talent is available at the right time.
  
• Lead transformation initiatives including change management and organizational restructuring.
  
• Design and facilitate interventions to enhance organizational effectiveness and employee engagement.
  
• Act as a strategic partner to the Director of R&D and R&D Leadership team, aligning HR strategies with long-term business goals.
  
• Provide insights on HR trends, including talent management, organizational development, and regulatory changes.
  

2. Talent Acquisition & Workforce Planning

• Define and drive talent acquisition strategy for leadership and critical roles.
  
• Partner with business leaders to design competency-based hiring frameworks.
  
• Strengthen employer branding initiatives to attract top talent.
  
• Implement innovative sourcing strategies leveraging digital tools and analytics.
  
• Review and approve compensation offers for senior hires.
  
• Conduct interviews for M13 level and above.
  
• Drive DEI initiatives in hiring and talent development.
  
• Lead retention and development of high-potential and critical talent.
  

3. Employee Relations & Engagement

• Act as the primary point of contact for business leaders on people-related matters.
  
• Provide guidance to HRBPs and act as an escalation point for complex ER cases.
  
• Oversee employee satisfaction surveys and implement feedback-based action plans.
  
• Foster a culture of transparency, trust, and collaboration.
  
• Act as trusted advisor to Group Head of HR, Director of R&D, and aligned R&D leaders.
  
• Champion employee well-being, recognition, mental health, and work-life balance initiatives.
  
• Promote open communication across all levels to strengthen trust and collaboration.
  
• Reinforce a values-driven culture aligned with SGs purpose and values.
  

4. Performance Management & Talent Development

• Drive the performance management framework ensuring alignment with business goals.
  
• Support leaders in goal-setting, regular feedback, and appraisals.
  
• Design career frameworks and international rotation programs to develop high-potential talent.
  
• Create tailored training programs for leadership and employee development.
  
• Implement recognition programs that reward high performance and innovation.
  

5. Compensation & Benefits

• Ensure competitive, market-aligned compensation structures to attract and retain talent.
  
• Partner with Total Rewards team to design and manage performance-linked incentive plans.
  
• Conduct compensation modelling for annual revisions, promotions, and bonuses.
  
• Ensure adherence to compensation regulations and maintain internal equity.
  
• Enhance benefits programs to improve engagement and retention.
  

6. HR Policies & Compliance

• Establish and enforce HR policies compliant with statutory requirements and corporate governance.
  
• Ensure adherence to code of conduct, workplace ethics, and safety standards.
  
• Conduct HR audits and mitigate compliance risks.
  
• Stay updated on labor laws and ensure organizational compliance.
  
• Standardize HR processes across units for consistency.
  
• Benchmark best practices to strengthen HR frameworks.
  

7. HR Analytics & Reporting

• Manage and analyze HR data to track workforce trends, performance, and engagement.
  
• Provide leadership with insights through dashboards and reports.
  
• Monitor key metrics (attrition, productivity, cost per hire) for decision-making.
  
• Leverage HR tech and automation to streamline processes.
  
• Ensure HR dashboards are accurate and aligned with business goals.
  

8. HR Team Management

• Set clear goals, provide coaching, and ensure accountability in the HR team.
  
• Align HR team strategy with business priorities and translate them into actionable plans.
  
• Design optimal team structures including hiring, succession planning, and resource allocation.
  
• Foster cross-functional collaboration and knowledge sharing.
  
• Promote an inclusive and innovative HR team culture.
  
• Support HR-wide transformation programs to improve efficiency and effectiveness.
  

Qualifications & Experience

• Education:

  MBA in HR / Business Management or equivalent postgraduate qualification in HR.
• Hands-on experience in talent management, employee engagement, and HR compliance.
  
• Strong knowledge of labor laws, HR policies, and people management best practices.