Sr. HR Executive Jobs

Deputy Director – HR ( HRBP)
GRAM HR Solutions —Dehradun, Uttarakhand
- ₹35,00,000 - ₹40,00,000 a year
- Full-time
- Master's degree
- Human resources
- Business Administration
Quick apply
Sr. Executive - HR Operations
Cognizant —Chennai, Tamil Nadu
- Full-time
- Analysis skills
- Human resources
- In-person
6d
Sr. Hr Executive
Komax Holding AG —Gurugram, Haryana
- Full-time
- Microsoft Office
- Bachelor's degree
- Human resources
Sr. HR Executive
Giftrocx —Visakhapatnam, Andhra Pradesh
- ₹35,000 - ₹45,000 a month
- Full-time
- MSW
- Master's degree
- Bachelor's degree
Quick apply
5d
Asst. HR Manager / Sr. Executive - HR
TANVI FOODS INDIA LTD —Nuzvid, Andhra Pradesh
- ₹30,000.00 - ₹54,471.50 a month
- Full-time
- Human resources
- Recruiting
- In-person
- Cell phone reimbursement
- Flexible schedule
Quick apply
Sr. HR Executive
Instrument private limited —Kota, Rajasthan
- ₹25,000 - ₹45,000 a month
- Full-time
- Microsoft Excel
- Microsoft Office
- Master's degree
Quick apply
HR Executive
Levarus Solutions Pvt Ltd —Chennai, Tamil Nadu
- ₹4,00,000 - ₹8,00,000 a month
- Full-time
- Master's degree
- Human resources
- Recruiting
Quick apply
Sr. HR Executive
AXOM AUTOMOBILES PRIVATE LIMITED —Guwahati, Assam
- ₹15,119.33 - ₹40,316.16 a month
- Full-time
- Human resources
- Recruiting
- In-person
Quick apply
Sr. HR Executive
Aasraa Trust —Dehradun, Uttarakhand
- Up to ₹35,000 a month
- Full-time
- Microsoft Office
- Master's degree
- Bachelor's degree
Quick apply
Sr. HR Executive
BL International —Noida, Uttar Pradesh
- ₹40,000 - ₹50,000 a month
- Full-time
- Microsoft Excel
- Human resources
- Recruiting
- Health insurance
Quick apply
Sr. HR Executive
Medintelx Healthcare Services Pvt Ltd —Gachibowli, Hyderabad, Telangana
- Up to ₹7,00,000 a year
- Full-time
- Microsoft Powerpoint
- Microsoft Word
- Microsoft Excel
Quick apply
11d
HR Executive / Sr. HR Executive
Indecomm Global Services —Bengaluru, Karnataka
- Microsoft Excel
- Microsoft Office
- Master's degree
6d
Sr. HR Executive
CJ konsultants —Hyderabad, Telangana
- ₹40,000 - ₹50,000 a month
- Full-time
- Human resources
- Recruiting
- In-person
Quick apply
13d
Senior Executive - HR
MAK Controls & Systems Pvt Ltd —Coimbatore, Tamil Nadu
- ₹5,00,000 - ₹7,50,000 a year
- Full-time
- Microsoft Excel
- Management
- Administrative experience
- Health insurance
- Life insurance
Quick apply
11d
HR Manager/ HR Executive
Trawex —Bengaluru, Karnataka
- Master's degree
- Databases
- Presentation skills
HR Head
Empower HR —New Delhi District, Delhi
- ₹15,00,000 - ₹18,00,000 a month
- Full-time
- Master's degree
- Human resources
- Business Administration
Quick apply
Sr. HR Executive
Snark power pvt ltd —Lonikand, Pune, Maharashtra
- ₹40,000 - ₹50,000 a month
- Master's degree
- Human resources
- Recruiting
Quick apply
6d
Sr. HR Executive
Evarastaffing —Panchkula, Haryana
- ₹60,000 - ₹70,000 a month
- Urgently hiring
- Microsoft Excel
- Master's degree
- Bachelor's degree
Quick apply
Senior HR Executive
TASK TRACKER PVT LTD —Noida, Uttar Pradesh
- ₹35,000 - ₹45,000 a month
- Full-time
- Master's degree
- Human resources
- Computer networking
- Commuter assistance
- Paid time off
Quick apply
10d
HR Manager / Senior HR Executive
Noble Art & Craft House —Basni, Jodhpur, Rajasthan
- Full-time
- Master's degree
- Human resources
- Recruiting
- Flexible schedule
Quick apply
9d

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Deputy Director – HR ( HRBP)

GRAM HR Solutions
Dehradun, Uttarakhand

Quick apply

Job details

Full-time
₹35,00,000 - ₹40,00,000 a year

Qualifications

Succession planning
Master's degree
Human resources
Business Administration
MBA
Communication skills
Employee evaluation
Senior leadership
Analytics

Full job description

Job Title: Deputy Director – HR ( HRBP)

Location

Dehradun

Reporting To

Director – Human Resources / CHRO

Role Summary

The Deputy Director – HR (HRBP) serves as a strategic HR leader and trusted advisor to senior academic and administrative leadership. The role is responsible for aligning people strategies with institutional objectives, driving organizational effectiveness, talent management, workforce planning, employee engagement, performance management, leadership development, and change management initiatives across assigned schools, departments, and functions.

As a key member of the HR leadership team, the incumbent will partner with Deans, Directors, Functional Heads, and senior stakeholders to build a high-performance culture, strengthen leadership capability, and ensure effective implementation of HR programs, policies, and people practices that support organizational growth and excellence.

Key Responsibilities

Strategic HR Leadership & Business Partnership

Serve as the primary HR partner to academic and functional leadership teams.
Collaborate with senior stakeholders to understand strategic priorities and translate them into people strategies and workforce plans.
Provide expert guidance on organizational design, restructuring, workforce optimization, succession planning, and talent management.
Drive HR initiatives that support institutional growth, transformation, and operational excellence.
Act as a trusted advisor to leadership on employee, organizational, and culture-related matters.

Talent Management & Succession Planning

Lead talent review and succession planning processes for critical roles and leadership positions.
Partner with Talent Acquisition teams to support strategic hiring and workforce planning initiatives.
Identify high-potential talent and develop retention and career progression strategies.
Drive leadership development and talent acceleration programs across the organization.
Support capability-building initiatives aligned with future organizational needs.

Performance Management

Lead the performance management framework, ensuring alignment between individual goals and organizational objectives.
Partner with leaders to drive a culture of accountability, continuous feedback, and performance excellence.
Coach managers on performance improvement, employee development, and career planning.
Ensure consistency, fairness, and effectiveness in performance evaluation processes.

Employee Engagement, Culture & Change Management

Design and implement employee engagement strategies to enhance employee experience and organizational commitment.
Partner with leadership teams to foster an inclusive, collaborative, and high-performance culture.
Analyze engagement survey results and drive action plans to improve employee satisfaction and retention.
Lead change management initiatives associated with organizational transformation and growth.
Champion organizational values and culture-building initiatives.

Employee Relations & Governance

Provide strategic guidance on employee relations matters, conflict resolution, disciplinary actions, and grievance management.
Conduct or oversee investigations related to workplace concerns and recommend appropriate resolutions.
Promote a positive employee relations environment through proactive interventions and stakeholder engagement.

Learning, Leadership Development & Organizational Effectiveness

Partner with Learning & Development teams to identify capability gaps and learning priorities.
Drive leadership development, coaching, mentoring, and organizational effectiveness initiatives.
Support organizational development interventions aimed at improving productivity, collaboration, and employee effectiveness.
Facilitate workforce readiness and change adoption programs.

HR Operations, Policy & Compliance

Ensure effective implementation of HR policies, procedures, and employee lifecycle processes.
Partner with HR Operations teams to deliver seamless employee experiences across onboarding, development, and retention.
Support policy reviews, audits, compliance initiatives, and governance requirements.
Ensure adherence to statutory and regulatory requirements.

HR Analytics & Strategic Reporting

Analyze workforce metrics including attrition, retention, engagement, productivity, diversity, and talent trends.
Develop dashboards and strategic reports for leadership review and decision-making.
Utilize data-driven insights to recommend interventions that improve organizational effectiveness and employee outcomes.
Monitor key HR metrics and drive continuous improvement initiatives.

Desired Candidate Profile

Educational Qualification

MBA/PGDM in Human Resources, Organizational Development, or equivalent master’s degree.
Additional certifications in HR Business Partnering, Organizational Development, Talent Management, Leadership Coaching, or Change Management will be an advantage.

Experience

12–18 years of progressive Human Resources experience, including significant experience in HR Business Partnering and strategic HR leadership roles.
Proven experience partnering with senior leadership teams and managing complex people-related initiatives.
Experience in Higher Education Institutions, Universities, EdTech organizations, Consulting firms, Professional Services, or large knowledge-based organizations is preferred.
Demonstrated success in driving organizational transformation, talent management, and employee engagement initiatives.

Core Competencies

Strategic HR Business Partnering
Organizational Development
Talent Management & Succession Planning
Workforce Planning
Leadership Development
Employee Relations
Performance Management
Change Management
Employee Engagement & Culture Building
Organizational Design
HR Governance & Compliance
Stakeholder Management
HR Analytics & Workforce Insights
Coaching & Influencing Skills

Behavioural Competencies

Strong strategic thinking and business acumen.
Exceptional stakeholder management and influencing capabilities.
Strong leadership presence with the ability to engage senior executives and academic leaders.
High emotional intelligence and relationship-building skills.
Excellent problem-solving and decision-making abilities.
Ability to manage sensitive and confidential matters with discretion.
Strong communication, facilitation, and presentation skills.

Key Performance Indicators (KPIs)

Employee Engagement and Experience Scores
Attrition, Retention, and Talent Stability Metrics
Leadership and Stakeholder Satisfaction
Succession Planning and Leadership Pipeline Readiness
Performance Management Effectiveness
Employee Relations Resolution and Compliance Metrics
Organizational Development and Change Management Outcomes
Workforce Productivity and Capability Enhancement
HR Policy Compliance and Governance Effectiveness
Strategic HR Initiative Delivery and Business Impact

Quick apply

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