About JLG, an Oshkosh company
JLG began in 1969, when our founder, John L. Grove set out to resolve growing safety concerns in the construction industry. Since then we have been committed to understanding the challenges and delivering innovative solutions to the access market. We partner with customers to provide quality equipment, training opportunities and trusted support within the access industry. We are a global company, and our products—including mobile elevating work platforms, telehandlers, utility vehicles and accessories—can be found all over the world.
HR Manager – India
Location: Pune, India
Reports to: HR Director – International Region
Job Summary
The Human Resources Manager will provide HR support to the company’s small but growing employee population in India. Based in Pune and reporting to the HR Director – International Region, this role will serve as the primary local HR contact for employees and managers in India.
The HR Manager will support the implementation of HR strategies and initiatives while establishing and administering locally appropriate HR policies, procedures and practices. With the organization expected to grow significantly in India, the role will have an important focus on talent acquisition, taking a hands-on role in recruiting and onboarding employees while developing an effective and sustainable local recruitment approach.
This is a standalone, hands-on HR role requiring broad generalist capability, strong knowledge of Indian employment practices and the ability to operate effectively in an environment where local HR processes and procedures are still developing.
Essential Duties & Responsibilities
These duties are not meant to be all-inclusive and other duties may be assigned.
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Support the India business by promoting, communicating and implementing HR strategies, programs and initiatives in partnership with the HR Director – International Region.
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Serve as the primary local HR contact for employees and managers in India, building effective relationships and providing practical HR guidance and support across the employee lifecycle.
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Develop, implement and maintain appropriate HR policies, procedures and employment practices for India, ensuring alignment with applicable local requirements and broader company standards.
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Maintain a strong working knowledge of Indian employment and labor laws, statutory requirements and employment practices; monitor relevant developments and provide appropriate guidance to management.
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Provide guidance and support on employee relations matters, including performance management, disciplinary matters, grievances, attendance, workplace concerns and employee exits.
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Coach and support managers on effective people management, including performance, development and other employee-related matters.
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Take a hands-on role in talent acquisition for the India business, managing recruitment activities for assigned vacancies from role intake and sourcing through candidate selection, offer and onboarding.
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Partner with hiring managers to understand workforce requirements, develop appropriate recruitment strategies, proactively source and assess candidates, and facilitate timely hiring decisions.
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Develop appropriate direct-sourcing approaches to support current and future hiring requirements, reducing reliance on external staffing agencies where effective internal recruitment can be undertaken.
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Manage relationships with local staffing agencies and recruitment partners, using external resources selectively based on business needs, role complexity and talent availability.
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Establish and maintain effective onboarding and offboarding processes, ensuring appropriate employment documentation and a consistent employee experience.
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Support and administer HR programs and processes including compensation, benefits, payroll coordination, performance management, employee development, talent planning and employee engagement.
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Coordinate with internal teams and external service providers as necessary to support payroll, benefits, statutory requirements and other HR-related services.
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Maintain accurate employee records, HR systems and employment documentation in accordance with local requirements and company standards.
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Identify opportunities to establish, develop and continuously improve scalable HR processes and practices as the India employee population grows.
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Partner effectively with regional and global HR colleagues, maintain appropriate confidentiality and exercise sound judgment when handling sensitive employee and business matters.
Minimum Qualifications
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Bachelor’s degree in Human Resources Management, Business Administration or a related field.
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Relevant progressive Human Resources experience in a generalist, HR Business Partner, HR Manager or similar capacity.
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Demonstrated experience across multiple HR disciplines, including employee relations, performance management, recruitment and general HR operations.
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Strong working knowledge of Indian employment and labour laws, statutory requirements and employment practices.
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Demonstrated hands-on recruitment experience, including candidate sourcing, screening, interviewing and managing recruitment processes in partnership with hiring managers.
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Experience advising managers on employee relations and employment-related matters.
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Experience implementing and/or administering HR policies, procedures and processes.
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Ability to operate independently and manage multiple priorities in a growing and evolving business environment.
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Strong written and verbal communication skills in English.
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Strong interpersonal skills with the ability to interact effectively with employees and managers at all levels.
Preferred Qualifications
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Experience within a multinational or international organization.
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Experience operating as a standalone HR professional or primary HR contact for a smaller employee population.
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Experience establishing or improving HR policies, processes and procedures within a growing organization.
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Experience supporting an organization through growth, organizational change or the establishment of new operations.
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Experience managing recruitment directly and developing effective direct-sourcing approaches to reduce reliance on external staffing agencies.
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Experience recruiting professional, technical, engineering and/or other specialist roles within the Indian market.
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Experience within a manufacturing, engineering, technology or related environment.
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Experience coordinating with external payroll, benefits, legal, recruitment or other HR service providers.
Core Competencies
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Decision Quality: Makes sound and timely decisions using available information, professional judgment and an understanding of business and employee considerations; recognizes when issues require escalation or specialist input.
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Manages Complexity: Effectively works through multifaceted HR, employment and business issues, identifying key considerations and developing practical solutions in an environment where established local processes may not always exist.
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Action Oriented: Takes initiative and moves work forward with appropriate urgency; comfortable taking personal ownership of both day-to-day HR activities and longer-term priorities in a standalone role.
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Plans and Aligns: Establishes priorities and organizes work effectively to balance immediate operational requirements, recruitment activity and the development of scalable HR processes that support business growth.
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Attracts Top Talent: Partners effectively with hiring managers to identify talent needs and uses appropriate sourcing, assessment and selection approaches to attract and hire high-quality candidates for the growing India organization.
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Interpersonal Savvy: Relates effectively to people at different levels and from different backgrounds, adapting approach appropriately to build trust, address sensitive employee matters and influence positive outcomes.
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Adaptability & Collaboration: Comfortable operating in a growing organization with changing priorities and works effectively with colleagues across geographic and functional boundaries.
Working Conditions
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Physical Demands: Frequent sitting, hearing, talking, visual activity, typing and manual dexterity. Occasional standing, walking and other general office-related physical activity.
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Non-Physical Demands: Frequent analysis and reasoning, communication and interpretation, reading, problem solving, sustained mental activity and preparation of written communications and documentation.
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Environmental Demands: Primarily office-based working environment. The role may periodically be required to work independently as the primary local HR resource.
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Work Schedule: Regular business hours with occasional flexibility required to participate in meetings with regional and global colleagues across different time zones.
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Travel: Occasional domestic and/or international travel may be required based on business needs.
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Demands/Deadlines: Ability to manage multiple priorities and respond to changing business requirements. Periods of increased workload may occur in connection with recruitment activity, employee matters, organizational growth and cyclical HR activities.
