General Manager - Human Resources - Aviation

1. HR Strategy & Leadership:

- Develop and implement HR strategies aligned with organizational objectives and business plans.

- Lead the HR function across corporate and operational locations.

- Establish HR frameworks, policies, processes, and governance mechanisms.

- Partner with senior management on workforce planning and organizational development.

- Provide strategic HR advice to business leaders and management.

2. Workforce Planning & Organization Structure:

- Develop annual manpower plans in coordination with business heads.

- Analyse workforce requirements based on business growth, operational requirements, and productivity.

- Support organization structure development, role clarity, and manpower optimization.

- Monitor headcount, manpower costs, vacancies, and workforce productivity.

3. Talent Acquisition & Workforce Development:

- Lead the overall talent acquisition strategy for corporate and operational positions.

- Ensure timely hiring of critical and business-essential positions.

- Establish recruitment standards, interview processes, and selection frameworks.

- Build talent pipelines for critical positions.

- Develop succession planning and internal mobility initiatives.

4. HR Operations:

- Oversee end-to-end HR operations across the organization.

- Ensure effective implementation of employee lifecycle processes.

- Establish standardized HR processes across all locations.

- Monitor HR service delivery and resolve escalated employee issues.

- Ensure accuracy and confidentiality of employee information and HR records.

5. Employee Relations & Industrial Relations:

- Provide leadership on employee relations and complex workplace matters.

- Handle escalated grievances, disciplinary cases, misconduct, and employee disputes.

- Establish appropriate disciplinary and grievance-handling mechanisms.

- Ensure consistent and fair implementation of HR policies across locations.

- Support management in maintaining a positive and productive work environment.

6. Performance Management:

- Lead the organization's performance management framework.

- Establish KRAs/KPIs and performance evaluation processes.

- Drive annual performance appraisal and review cycles.

- Identify high-potential employees and critical talent.

- Implement Performance Improvement Plans (PIPs) where required.

- Support succession planning for key positions.

7. Learning & Development:

- Identify organization-wide learning and development requirements.

- Develop annual training and capability-building plans.

- Oversee leadership development, functional training, compliance training, and behavioral programs.

- Monitor training effectiveness and employee development outcomes.

8. Compensation & Benefits:

- Work with management to develop and review compensation structures.

- Conduct market benchmarking and internal pay analysis.

- Support annual increment, promotion, and incentive processes.

- Review employee benefits and welfare initiatives.

- Ensure appropriate controls over manpower costs and employee-related expenses.

9. HR Compliance & Governance:

- Ensure compliance with applicable labour laws and statutory requirements.

- Oversee PF, ESIC, gratuity, bonus, leave, wages, POSH, and other applicable compliance areas.

- Establish HR compliance calendars, audits, and monitoring mechanisms.

- Coordinate with legal advisors and external consultants on employment-related matters.

- Ensure proper documentation and governance of HR processes.

10. HR MIS, Analytics & Management Reporting:

- Establish HR dashboards and management reporting systems.

- Monitor headcount, attrition, hiring, absenteeism, manpower cost, productivity, and employee engagement.

- Present periodic HR reports and insights to senior management.

- Use HR data and analytics to identify trends and support business decisions.

11. Employee Engagement & Culture:

- Develop and implement employee engagement initiatives.

- Promote organizational values, culture, and employee-centric practices.

- Conduct employee feedback and engagement surveys.

- Develop initiatives to improve employee experience and retention.

12. Policy & Process Development:

- Review and update HR policies, manuals, SOPs, and guidelines.

- Ensure consistency and standardization of HR practices across locations.

- Identify opportunities for HR process automation and digitalization.

- Drive continuous improvement within the HR function.

13. Leadership & Stakeholder Management:

- Act as a strategic HR partner to business and functional leaders.

- Lead and mentor the HR team.

- Establish clear goals and performance expectations for HR team members.

- Coordinate with Finance, Operations, Administration, Legal, and other functions.

- Represent HR in management meetings and strategic discussions.

Education:

- PG: MBA/PGDM in HR/Industrial Relations, General Management