Position Summary
The Senior HR Manager is responsible for leading and managing all Human Resource functions across the IAS-EAS Group, including Talent Acquisition, Workforce Planning, Employee Relations, Performance Management, Training & Development, Compensation & Benefits, HR Compliance, Organizational Development, and Employee Engagement.
The role requires a strategic HR leader capable of supporting the organization's growth plans while ensuring the availability of competent manpower, maintaining regulatory compliance, developing employee capabilities, and fostering a high-performance culture.
Key Responsibilities1. Human Resource Strategy & Planning
- Develop and implement HR strategies aligned with organizational goals and business growth plans.
- Establish annual manpower budgets and workforce plans.
- Advise management on organizational structure, succession planning, and talent management.
- Develop HR policies, procedures, and systems to improve operational efficiency.
- Drive organizational culture, employee engagement, and retention initiatives.
2. Talent Acquisition & Recruitment
- Lead end-to-end recruitment activities for all group companies.
- Develop recruitment strategies to attract high-quality talent.
- Recruit and maintain talent pipelines for:
- ISO Auditors and Lead Auditors
- Technical Trainers and Subject Matter Experts
- Certification Coordinators
- Sales and Business Development Personnel
- SEO and Digital Marketing Professionals
- ERP and IT Personnel
- HR, Finance, and Administration Staff
- International Business Development Personnel
- Conduct competency-based interviews and assessments.
- Manage recruitment consultants, job portals, and recruitment campaigns.
- Monitor recruitment metrics including:
- Time-to-hire
- Cost-per-hire
- Joining ratio
- Offer acceptance ratio
- Recruitment effectiveness
3. Employee Onboarding & Induction
- Design and implement structured onboarding programs.
- Ensure timely completion of joining formalities and documentation.
- Coordinate induction programs for new employees.
- Monitor probation performance and confirmation processes.
- Ensure smooth integration of new employees into the organization.
4. Performance Management System
- Develop and maintain KPI, KRA, and JD frameworks.
- Coordinate monthly and annual performance reviews.
- Monitor employee productivity and goal achievement.
- Guide department heads on performance evaluation processes.
- Recommend promotions, transfers, and performance improvement plans.
- Implement performance-linked reward and recognition systems.
5. Learning, Development & Competency Management
- Identify organizational training needs.
- Develop annual training calendars.
- Coordinate internal and external training programs.
- Monitor employee competency development.
- Maintain training records and effectiveness evaluations.
- Develop leadership and succession development programs.
- Support technical departments in competency mapping and skill enhancement.
6. Employee Relations & Engagement
- Promote a positive and productive workplace culture.
- Address employee concerns, grievances, and disciplinary matters.
- Conduct employee satisfaction and engagement initiatives.
- Organize employee welfare, recognition, and team-building programs.
- Facilitate communication between management and employees.
- Improve employee retention and workplace morale.
7. Compensation & Benefits Administration
- Develop salary structures and compensation policies.
- Conduct salary benchmarking and market analysis.
- Manage annual appraisal and salary revision processes.
- Administer incentive plans and performance-based rewards.
- Ensure accurate payroll coordination with Finance and Accounts.
- Monitor employee benefits and welfare programs.
8. HR Operations & Administration
- Maintain employee records and HR documentation.
- Ensure effective utilization of HRMS and ERP systems.
- Monitor attendance, leave management, and employee records.
- Standardize HR processes and documentation.
- Maintain confidentiality of personnel information.
- Ensure proper document control and record retention.
9. Compliance & Statutory Requirements
- Ensure compliance with all applicable labour laws and regulations.
- Coordinate statutory filings and inspections.
- Maintain records related to:
- Shops & Establishment Act
- EPF
- ESI
- Professional Tax
- Gratuity
- Bonus
- Labour Welfare Requirements
- Ensure legal compliance in employment contracts and HR practices.
- Manage disciplinary and legal employment matters when required.
10. Organizational Development & Change Management
- Support business transformation and organizational development initiatives.
- Develop succession planning frameworks.
- Assist management in restructuring and growth initiatives.
- Implement employee retention and leadership development programs.
- Drive continuous improvement in HR systems and processes.
11. HR Analytics & Reporting
- Prepare monthly HR reports for management review.
- Monitor:
- Headcount
- Attrition
- Recruitment status
- Employee productivity
- Training effectiveness
- Retention statistics
- Compensation trends
- Present HR performance reports to senior management.
Key Performance Indicators (KPIs)Talent Acquisition
- Vacancy closure rate
- Time-to-hire
- Joining ratio
- Recruitment cost efficiency
Employee Development
- Training completion rate
- Competency improvement levels
- Internal promotion ratio
Employee Relations
- Employee retention rate
- Employee satisfaction scores
- Grievance resolution effectiveness
HR Operations
- HR compliance status
- Documentation accuracy
- Audit findings and closure rate
Strategic Contribution
- Workforce planning effectiveness
- Organizational productivity improvements
- HR process improvement initiatives
Qualification
- MBA (HR), MSW, MHRM, or equivalent postgraduate qualification.
- Additional certifications in HR, Labour Law, Performance Management, or Organizational Development preferred.
Experience
- 8–15 years of progressive HR experience.
- Minimum 5 years in a managerial HR leadership role.
- Experience in service industries, consulting, certification, training, education, professional services, or technical organizations preferred.
- Experience managing multi-location recruitment and HR operations.
Skills & Competencies
- Strategic HR Management
- Talent Acquisition & Workforce Planning
- Labour Law Compliance
- Compensation & Benefits Management
- Employee Relations
- Performance Management Systems
- Training & Competency Development
- Leadership & Team Management
- HR Analytics & Reporting
- Communication & Negotiation Skills
- Organizational Development
- Change Management
Authority
The Senior HR Manager is authorized to:
- Approve recruitment actions within approved manpower plans.
- Recommend salary revisions, promotions, and employee development plans.
- Implement HR policies and procedures.
- Coordinate disciplinary actions in consultation with management.
- Lead HR initiatives across all IAS-EAS Group companies.
CompensationSalary and incentives shall be commensurate with experience, competency, recruitment success, employee retention performance, and overall contribution to organizational growth.
Pay: ₹500,000.00 - ₹600,000.00 per year
Work Location: In person
