About the Role
The Senior Manager – Human Resources will serve as a strategic partner to business leadership and will be responsible for driving the organization's people agenda across Talent Acquisition, Employee Experience, Performance Management, HR Operations, Compliance, and Organizational Development. The role will focus on building scalable HR practices, strengthening organizational culture, enhancing employee engagement, and supporting business growth through effective people management strategies.
Key Responsibilities
Strategic HR Partnership
- Collaborate with business leaders to develop and implement people strategies aligned with organizational objectives.
- Provide guidance on workforce planning, organizational effectiveness, succession planning and talent management.
- Drive HR initiatives that support business growth, productivity, and employee retention.
- Act as a trusted advisor to leadership on employee-related matters and organizational
- challenges.
Talent Acquisition & Workforce Planning
- Lead workforce planning and talent acquisition strategies to meet current and future business requirements.
- Oversee the end-to-end recruitment lifecycle including sourcing, assessment, selection, offer management, and onboarding.
- Build and maintain a strong talent pipeline through multiple sourcing channels.
- Enhance employer branding initiatives to attract and retain high-quality talent.
- Monitor recruitment metrics and implement continuous improvements to hiring effectiveness.
HR Operations & Employee Lifecycle Management
- Ensure efficient management of employee lifecycle processes including onboarding, confirmation, promotion, transfer, and separation.
- Maintain HR records, employee data, and documentation in compliance with organizational standards.
- Oversee leave management, attendance administration, employee records, and HR reporting.
- Ensure accuracy and timeliness of employee-related documentation and HR processes.
- Coordinate employee exits, Full & Final Settlements, gratuity administration, and separation formalities with relevant stakeholders.
Performance & Talent Management
- Lead the performance management framework including goal setting, performance reviews and development planning.
- Partner with functional leaders to establish performance objectives and drive accountability.
- Identify talent gaps and support capability-building initiatives across the organization.
- Drive succession planning and talent review processes to build future leadership pipelines.
- Support learning and development initiatives to enhance organizational capability.
Employee Experience & Engagement
- Develop and implement employee engagement strategies to foster a positive and inclusive work environment.
- Drive employee recognition, wellness, and retention initiatives.
- Conduct employee feedback mechanisms and recommend actions to improve engagement and workplace effectiveness.
- Promote a culture of collaboration, accountability, and continuous improvement.
- Lead employee events, cultural initiatives, and engagement programs that strengthen organizational values.
HR Compliance & Governance
- Ensure compliance with applicable labor laws, statutory regulations, and company policies.
- Oversee HR audits, compliance reviews, and statutory documentation requirements.
- Manage employee relations matters, disciplinary processes, and grievance resolution.
- Develop, review, and update HR policies and procedures in line with business and regulatory requirements.
- Ensure adherence to governance standards and ethical workplace practices.
Employer Branding & Corporate Initiatives
- Lead initiatives that enhance the organization's employer brand and employee value proposition.
- Drive internal communication programs that strengthen employee awareness and engagement.
- Partner with cross-functional teams to support corporate events, exhibitions, conferences, and employer branding activities.
- Manage employee communication campaigns and organizational announcements.
Qualifications
- Master's Degree in Human Resources, Business Administration, or a related discipline.
Experience
- 6–10 years of progressive Human Resources experience with exposure to Talent Acquisition,
- HR Operations, Employee Relations, Employee Engagement, and Organizational Development.
- Demonstrated experience collaborating with business leaders and managing HR initiatives across the employee lifecycle.
- Experience within Machine Manufacturing, Engineering, Pharmaceutical, Biopharmaceutical preferred.
Core Competencies
- Strategic Business Partnering
- Talent Acquisition & Workforce Planning
- Organizational Development
- Performance & Talent Management
- Employee Relations
- HR Compliance & Governance
- Employer Branding
- Stakeholder Management
- Communication & Influencing Skills
- Leadership & Team Developmen
Application Question(s):
- Total years of HR experience?
- Do you have experience handling end-to-end HR operations?
- Have you worked in a manufacturing company before?
- Current CTC and Expected CTC?
- Notice period / Earliest joining date?
- Have you hired technical positions such as Design Engineers, Sales Engineers, Automation Engineers, Service Engineers, etc.?
Work Location: In person
