Senior Manager HR

About the role

Job Title: Senior Manager – Human Resources

Department: Human Resources

Experience: 8–12 years

Employment Type: Full-time

Reporting To: Senior Management / Business Head

Job Overview

We are looking for an experienced and strategic Senior Manager – Human Resources to lead and strengthen the organization's HR function. The role will be responsible for developing and implementing HR strategies aligned with business objectives while ensuring effective people management, employee engagement, talent development, performance management, and HR operations.

The ideal candidate will be a strong HR business partner who can work closely with senior management and department heads, drive a high-performance culture, manage HR processes independently, and provide data-driven insights to support organizational growth and people-related decisions.

Key Responsibilities

HR Strategy & Business Partnering

• Develop and implement HR strategies aligned with organizational goals and business priorities.
• Partner with senior management and department heads on people-related matters.
• Provide HR insights and recommendations to support business and organizational decisions.
• Support organizational restructuring, expansion, workforce planning, and change management initiatives.
• Establish and continuously improve HR processes and practices.

Performance Management & KRA/KPI

Develop and implement effective KRA and KPI frameworks across functions.

• Work with department heads to establish measurable performance objectives.
• Drive monthly, quarterly, and annual performance review processes.
• Monitor performance and identify gaps, improvement areas, and development needs.
• Manage appraisal, increment, promotion, and performance improvement processes.
• Provide management with performance-related reports and insights.
• Build and promote a performance-driven culture across the organization.

Talent Acquisition & Workforce Planning

• Lead end-to-end recruitment and talent acquisition activities.
• Partner with business leaders to understand current and future manpower requirements.
• Develop workforce and manpower plans in line with business requirements.
• Ensure timely closure of critical and leadership-level positions.
• Strengthen sourcing strategies, talent pipelines, and recruitment processes.
• Monitor recruitment metrics, hiring costs, turnaround time, and quality of hire.
• Develop and strengthen the organization's employer brand and talent attraction initiatives.

Employee Lifecycle Management

• Oversee the complete employee lifecycle from onboarding to exit.
• Ensure effective onboarding, induction, confirmation, transfers, promotions, and separation processes.
• Establish a positive and consistent employee experience.
• Handle complex employee relations matters and workplace concerns.
• Conduct exit interviews and analyze attrition trends.
• Develop strategies to improve employee retention and reduce unwanted attrition.

Employee Engagement & Culture

• Develop and drive employee engagement initiatives aligned with organizational culture.
• Establish employee recognition, rewards, and appreciation programs.
• Conduct employee feedback and engagement surveys.
• Analyze employee feedback and implement appropriate action plans.
• Promote a positive, inclusive, collaborative, and high-performance work culture.
• Support initiatives that improve employee satisfaction, motivation, and retention.

Learning & Development

• Identify organizational and employee training needs.
• Develop annual learning and development plans.
• Coordinate leadership, functional, behavioral, and skill-development programs.
• Support career development and succession planning initiatives.
• Evaluate training effectiveness and business impact.
• Develop initiatives for employee capability building and internal talent development.

HR Policies, Processes & Governance

• Develop, review, and implement HR policies, procedures, and SOPs.
• Ensure consistency and standardization of HR processes across departments.
• Regularly review HR policies based on business requirements and regulatory changes.
• Communicate HR policies effectively across the organization.
• Drive continuous improvement and automation of HR processes.

HR Operations & Payroll

• Oversee HR operations including attendance, leave, employee records, HRMS, and documentation.
• Ensure accurate and timely payroll inputs and coordination with Finance/Accounts.
• Monitor HR data integrity and confidentiality.
• Ensure effective utilization of HRMS and HR technology.
• Establish appropriate HR controls and processes for operational efficiency.

Compliance & Employee Relations

• Ensure compliance with applicable employment laws, regulations, and statutory requirements.
• Coordinate with legal advisors, consultants, and statutory partners where required.
• Maintain appropriate HR compliance records and documentation.
• Support internal and external HR audits.
• Handle employee grievances and sensitive employee relations matters professionally and confidentially.
• Minimize organizational risk through effective HR policies and practices.

HR MIS & Management Reporting

Develop and present HR dashboards and MIS to senior management.

Track and analyze key HR metrics including

Headcount and manpower

Attrition and retention

Recruitment and hiring timelines

Employee performance

Attendance and leave

Appraisals and increments

Employee engagement

Training and development

HR costs

Employee productivity

Provide actionable insights and recommendations based on HR data.

People Leadership

• Lead, guide, and develop the HR team.
• Define responsibilities, goals, and performance expectations for HR team members.
• Build HR team capability and ensure effective execution of HR processes.
• Foster a culture of accountability, professionalism, confidentiality, and continuous improvement.

Organizational Development

• Support organizational development and change management initiatives.
• Identify opportunities to improve organizational structure, roles, responsibilities, and processes.
• Support succession planning and talent management.
• Develop initiatives to strengthen leadership capability and internal talent pipelines.
• Partner with management on organizational effectiveness and people-related initiatives.

What we expect

Key KRAs

• Alignment and implementation of HR strategy with business objectives.
• Effective implementation of performance management and KRA/KPI frameworks.
• Timely and effective manpower planning and recruitment.
• Employee retention and engagement.
• Effective employee lifecycle management.
• Leadership and talent development.
• HR policy and process effectiveness.
• HR operations and payroll accuracy.
• Statutory compliance and risk management.
• Accurate HR MIS, analytics, and management reporting.
• HR team effectiveness and capability development.
• Continuous improvement and automation of HR processes.
• Strong employee experience and organizational culture.

Della Townships India is part of the Della Group ecosystem founded by Jimmy Mistry. About Della Townships India