Senior Human Resource Generalist

Job Title:Sr.Executive

Department

Job Type

Job Summary

Performance Management

Key Responsibilities

1. Performance Management System (PMS)

• Design, implement, and manage a robust Performance Management System.
• Facilitate goal-setting, mid-year reviews, annual appraisals, and continuous performance feedback.
• Collaborate with department heads to align individual and team KPIs with business objectives.
• Deliver training to managers and employees on performance tools and best practices.
• Analyze performance data to identify trends, skill gaps, and development needs.
• Ensure fairness, transparency, and accountability in performance evaluations and rewards.

2. Training & Development (L&D)

• Conduct organization-wide training needs assessments in collaboration with business leaders.
• Develop and implement an L&D strategy that aligns with business goals and employee growth.
• Design and deliver in-house training programs; manage relationships with external training providers.
• Evaluate training effectiveness through participant feedback, assessments, and ROI metrics.
• Lead initiatives for employee onboarding, leadership development, and succession planning.

3. Organizational Structure Redesign

• Evaluate the current organizational structure and role definitions to identify gaps or redundancies.
• Lead or support restructuring projects to enhance operational efficiency and workforce alignment.
• Collaborate with senior leadership to align structure with evolving business strategies and growth.
• Update job descriptions, reporting lines, and organizational charts.
• Drive change management initiatives and support internal communication during structural changes.

4. HR Policies

• Develop, review, and update HR policies in line with labor laws, compliance standards, and company culture.
• Ensure policies are well-documented, clearly communicated, and uniformly implemented.
• Conduct regular audits and benchmarking to maintain policy relevance and effectiveness.
• Serve as the point of contact for employee policy queries, ensuring consistency and legal compliance.
• Lead the rollout of new or revised policies across all levels of the organization.

Qualifications

• Bachelors or Master’s degree in Human Resource Management, Business Administration, or related field.
• 5–10 years of progressive HR experience, particularly in PMS, L&D, and Organizational Development.
• Proven expertise in performance management systems and corporate training programs.
• Demonstrated experience in organizational restructuring and managing change initiatives.
• Exceptional communication, analytical, and interpersonal skills.
• HR certifications (e.g., SHRM-CP/SCP, PHR, CIPD) are preferred.

  Role & responsibilities

Preferred candidate profile