Human Resource Manager

The core responsibilities for the job include the following:

Recruitment and Talent Acquisition:

• Develop and execute robust strategies to attract and retain high-caliber talent.
• Lead full-cycle recruitment: sourcing, evaluation, interviews, and onboarding.
• Maintain a proactive talent pipeline for critical and leadership positions.

Organizational Development:

• Drive OD initiatives to improve organizational structure, efficiency, and workforce capabilities.
• Partner with management to reinforce values and long-term vision.
• Conduct organizational health assessments and lead improvement interventions.

Leadership and People Development:

• Work with the CEO and department heads to identify leadership gaps and development priorities.
• Implement targeted training and mentoring programs for managers and high-potential employees.
• Promote a continuous learning and internal career progression environment.

Employee Engagement and Relations:

• Build and promote engagement programs that enhance morale, retention, and collaboration.
• Manage employee grievances and conflict resolution with professionalism and empathy.
• Advise employees and management to foster a transparent and trust-based work environment

HR Policy and Compliance:

• Ensure compliance with statutory regulations, labor laws, and HR governance practices.
• Update, communicate, and enforce HR policies, employee handbooks, and agreements.
• Strengthen HR audits, documentation, and compliance readiness.

Performance Management:

• Lead performance appraisal cycles, KRAs/KPIs alignment, and goal-setting frameworks.
• Train managers on feedback delivery and capability-based performance reviews.
• Ensure data-driven performance outcomes that support growth, rewards, and development.

Learning and Development:

• Conduct training needs analysis and coordinate tailored learning interventions.
• Manage in-house and external learning programs, workshops, and skill-building initiatives.
• Track training effectiveness and ensure alignment with business needs.

Payroll and Benefits Administration:

• Oversee accurate and timely payroll processing with statutory compliance.
• Manage benefits including health insurance, leave, and employee welfare programs.
• Recommend improvements in compensation and benefits structure.

Strategic HR Planning:

• Align HR strategy with organizational priorities and long-term workforce planning.
• Drive manpower planning, succession planning, and organizational restructuring efforts.
• Support change management initiatives and operational scalability.

Executive Support:

• Assist the CEO/DTs/TLs in strategic initiatives, organizational planning, and decision-making.
• Execute special cross-functional projects as directed by leadership.