Human Resources Manager

Job Title:

Location:

Department:

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Position Purpose:

Manages HR projects and people for HR activities related to managing the employee lifecycle i.e. Onboarding, Performance Management, Performance Development, and Exit management, while providing on-the-ground support and driving the initiatives of respective COEs for engagement, recruitment global employee engagement, etc.

Key Responsibilities:

1. Learning & Development (30%)

• Identify training needs by conducting skills gap analysis in collaboration with business leaders and line managers.
• Design, implement, and monitor training and development programs aligned with organizational goals.
• Partner with external vendors, trainers, and institutes to deliver high-quality learning interventions.
• Drive leadership development, succession planning, and capability-building initiatives.
• Monitor and evaluate effectiveness of learning programs through metrics such as ROI, employee performance improvement, and engagement surveys.
• Foster a culture of continuous learning, knowledge sharing, and professional development.
• Ensure compliance with statutory training requirements and industry standards.

2. Global Talent Acquisition & Talent Onboarding (40%)

• Develop and coordinate global talent acquisition strategies to attract, engage, and retain top talent across regions.
• Coordinate with business stakeholders to understand workforce planning requirements and critical skill needs.
• Assist in employer branding initiatives to position the organization as an employer of choice.
• Coordinate end-to-end recruitment cycle, including sourcing, interviewing, selection, and offer negotiation.
• Build, revise and deliver onboarding programs to ensure seamless integration of new hires into the organization.
• Ensure adherence to global recruitment policies, diversity and inclusion practices, and local/global labor laws.
• Track and report recruitment KPIs (time-to-fill, quality of hire, offer-to-join ratio, etc.) for continuous improvement.

3. Employee HR Operations and Talent Engagement (30%)

• Act as an HR Business Partner (HRBP) for specific departments, providing strategic HR input.
• Ensure efficient and effective onboarding of employees across multiple offices, and manage HRMS systems, employee databases, and personnel records with a focus on data accuracy and security.
• Generate HR dashboards and analytics reports to support strategic decision-making by leadership.
• Manage employee lifecycle processes, including confirmations, transfers, exits, and retirements.
• Ensure effective payroll coordination, leave management, and benefits administration.
• Act as a custodian of HR policies, ensuring consistent application across global locations.

Key Skills & Competencies:

• Strong understanding of HR concepts and industry best practices.
• Excellent stakeholder management and communication skills.
• Ability to work in a fast-paced, matrixed environment with multiple priorities.
• Proficiency in HR technology, HRIS, and data-driven decision-making.
• Strong problem-solving skills and strategic thinking.

Qualifications & Experience:

• MBA/PGDM in HR or equivalent qualification.
• 5-7 years of pre- or post-MBA HR experience, preferably in a Big 4, consulting, or financial advisory firm.
• Hands-on experience in HR learning & development, Global TA & TM & HRMS.
• Exposure to global HR practices, multi-country HR operations & talent acquisition is a must.

CTC & Sub-grade to be finalized based on evaluation.

Shortlisted profiles will be contacted by the HR team.