JOB DESCRIPTIONStrategic HR Manager – Workforce Productivity & HR Operations
Department: Human Resources
Designation: Strategic HR Manager
Industry: Information Technology
Reports To: Head of HR / Managing Director
Location: [Location]
Employment Type: Full-Time
1. Job Purpose
The Strategic HR Manager will be responsible for managing and strengthening the complete employee lifecycle while driving workforce productivity, HR operations, payroll, onboarding, employee engagement, compliance, and performance management.
The role requires a strategic HR professional who can connect people practices with business objectives, improve employee productivity, establish efficient HR systems, and ensure smooth day-to-day HR administration within the IT organization.
2. Key ResponsibilitiesA. Strategic HR Management
- Develop and implement HR strategies aligned with the company's business objectives.
- Support management in workforce planning, organizational development, and people strategy.
- Analyze workforce requirements and recommend appropriate staffing levels.
- Develop HR policies, procedures, and employee guidelines.
- Identify HR risks and recommend corrective actions.
- Provide management with HR reports, dashboards, and actionable insights.
B. Workforce Productivity & Performance
- Monitor employee productivity, utilization, attendance, and workforce efficiency.
- Establish KPIs, KRAs, and performance measurement systems for different departments.
- Track individual and team performance against defined targets.
- Identify productivity gaps and coordinate improvement plans.
- Develop performance improvement plans (PIPs) wherever required.
- Monitor employee workload, resource allocation, overtime, absenteeism, and attrition.
- Work closely with department heads to improve team productivity.
- Prepare monthly workforce productivity reports for management.
- Recommend process improvements to reduce manpower costs and improve efficiency.
C. Payroll Management
- Manage and coordinate the complete monthly payroll process.
- Verify attendance, leave, overtime, incentives, deductions, and salary revisions before payroll processing.
- Ensure accurate calculation of salaries, reimbursements, bonuses, and other employee benefits.
- Coordinate with Finance/Accounts for timely payroll processing.
- Maintain payroll records and employee salary documentation.
- Ensure payroll confidentiality and data accuracy.
- Handle employee payroll-related queries and resolve discrepancies.
- Support statutory payroll requirements such as PF, ESI, Professional Tax, TDS, and other applicable compliances.
D. Employee Onboarding
- Manage the complete employee onboarding process from offer acceptance to joining.
- Coordinate documentation, background verification, employment agreements, and joining formalities.
- Ensure employee profiles are created in HRMS and other required systems.
- Coordinate with IT/Admin for email IDs, system access, laptops, ID cards, and other assets.
- Conduct HR induction and explain company policies, procedures, benefits, and code of conduct.
- Establish an effective 30/60/90-day onboarding and integration process.
- Track probation and confirmation timelines.
E. HR Administration
- Maintain accurate and updated employee records and HR databases.
- Manage attendance, leave, shift schedules, holidays, and employee movements.
- Issue HR letters including appointment, confirmation, promotion, increment, transfer, warning, experience, relieving, and other employment-related letters.
- Maintain employee personal files and HR documentation.
- Manage employee lifecycle transactions such as joining, transfers, promotions, salary revisions, and exits.
- Ensure HR documentation is properly maintained and confidential.
- Implement HRMS and digital HR processes to reduce manual work.
F. Employee Engagement & Retention
- Develop employee engagement initiatives suitable for an IT workforce.
- Conduct employee feedback surveys and engagement activities.
- Identify factors affecting employee satisfaction and retention.
- Conduct employee interaction meetings and address workplace concerns.
- Support management in developing employee recognition and reward programs.
- Monitor employee turnover and conduct exit interviews and attrition analysis.
- Develop retention strategies for critical and high-performing employees.
G. Recruitment & Workforce Planning
- Work with department heads to identify current and future manpower requirements.
- Prepare manpower plans based on business growth and project requirements.
- Coordinate recruitment activities with internal/external recruiters.
- Monitor recruitment metrics including Time-to-Hire, Cost-per-Hire, Offer-to-Join Ratio, and Quality of Hire.
- Ensure timely hiring of critical technical and non-technical positions.
- Maintain talent pipelines for key positions.
H. Learning & Development
- Identify employee skill gaps through performance reviews and manager feedback.
- Coordinate technical and behavioral training programs.
- Develop annual training and development plans.
- Track training effectiveness and employee development.
- Support career development and succession planning initiatives.
I. HR Policies & Compliance
- Develop, implement, and periodically review HR policies.
- Ensure compliance with applicable labour and employment laws.
- Maintain statutory registers and HR compliance documentation as applicable.
- Ensure proper implementation of company policies across departments.
- Handle disciplinary matters in accordance with company policy and applicable law.
- Maintain proper documentation of warnings, disciplinary actions, and employee grievances.
J. Employee Relations
- Act as a trusted HR point of contact for employees and management.
- Handle employee grievances professionally and confidentially.
- Mediate workplace conflicts and recommend appropriate solutions.
- Maintain a positive and productive work environment.
- Ensure consistent and fair application of HR policies.
K. Exit & Full & Final Settlement
- Manage the complete employee exit process.
- Conduct exit interviews and document employee feedback.
- Coordinate resignation acceptance, notice period, handover, clearance, and asset recovery.
- Coordinate with Finance for Full & Final Settlement (F&F).
- Ensure timely issuance of relieving and experience letters.
- Analyze exit trends and recommend retention measures.
3. HR Metrics & MIS
The Strategic HR Manager will be responsible for preparing and monitoring key HR dashboards, including:
- Employee Headcount & Workforce Cost
- Employee Productivity & Utilization
- Attendance & Absenteeism
- Employee Attrition & Retention
- Recruitment Status
- Time-to-Hire
- Cost-per-Hire
- Offer-to-Joining Ratio
- Employee Turnover
- Payroll Cost
- Overtime / Additional Manpower Cost
- Leave Utilization
- Performance Rating Distribution
- Training & Development Metrics
- Employee Engagement
- Probation & Confirmation Status
4. Technology & HR Systems
- Manage and optimize the organization's HRMS / HRIS.
- Ensure employee data is accurately maintained in HR systems.
- Automate attendance, leave, payroll, onboarding, and performance processes wherever possible.
- Generate HR dashboards and reports for management.
- Maintain data accuracy, confidentiality, and access controls.
- Identify technology solutions that can improve HR efficiency and employee experience.
5. Key Performance Indicators (KPIs)
The performance of the Strategic HR Manager will be evaluated based on:
- Workforce Productivity Improvement
- Payroll Accuracy & Timeliness
- Employee Attendance & Absenteeism Management
- Recruitment Turnaround Time
- Employee Retention & Attrition Reduction
- Onboarding Effectiveness
- Employee Engagement
- HR Process Automation
- HR Compliance
- Employee Grievance Resolution
- Performance Management Effectiveness
- Accuracy and Timeliness of HR MIS
- Reduction in HR Operational Costs
- Employee Satisfaction & Experience
6. Required Qualifications
- Bachelor's degree in Human Resources, Business Administration, Management, or a related field.
- MBA / PGDM in HR preferred.
- Strong knowledge of HR operations, payroll, employee lifecycle management, and performance management.
- Working knowledge of applicable labour laws and statutory compliance.
- Strong analytical and reporting skills.
- Proficiency in MS Excel / Google Sheets and HRMS platforms.
7. Experience
- 5–8 years of progressive HR experience, preferably in an IT/software/services organization.
- Minimum 2–3 years in an HR Manager / Strategic HR / HR Operations leadership role preferred.
- Experience managing HR operations for a growing workforce is highly desirable.
- Experience with HRMS, payroll systems, performance management, and workforce analytics preferred.
8. Key Competencies
- Strategic Thinking
- Workforce Planning
- People Analytics
- Workforce Productivity Management
- Payroll & HR Operations
- Performance Management
- Employee Relations
- Leadership & Team Management
- Problem Solving
- Decision Making
- Communication & Negotiation
- Conflict Resolution
- Data Analysis
- Process Improvement
- Confidentiality & Professional Integrity
9. Ideal Candidate Profile
The ideal candidate should be both strategic and hands-on—capable of developing HR strategies at the management level while personally ensuring that payroll, onboarding, attendance, employee records, performance management, and daily HR operations run smoothly.
The candidate should have a strong business-oriented HR mindset, using employee and workforce data to identify problems, improve productivity, control manpower costs, and build a high-performance culture within the IT organization.
Pay: ₹15,000.00 - ₹30,000.00 per month
Benefits:
Work Location: In person
