Industry Civil Engineering, Interiors, and Construction Contracting
Employee Size 51-200 employees

About the Company
IGS Projects India, operating under Apar Global Pvt. Ltd., is a premier engineering and contracting enterprise specializing in comprehensive civil infrastructure, interior fit-outs, and MEP services. The organization provides creative and achievable turnkey solutions through end-to-end engineering, design planning, architectural services, and construction management. As a full-service contractor, IGS Projects assumes direct responsibility for project delivery, overseeing each construction phase through standardized operational protocols to achieve client objectives. The company partners closely with commercial clients from concept to completion, delivering high-speed execution, cost efficiency, and quality construction standards.

Role Overview and Strategic Scope
The Manager - Admin & HR oversees comprehensive human resources and workplace administrative operations across the organization. Based on-site in Mumbai, this role coordinates people operations and administrative logistics across corporate offices and active construction/project sites. The position manages end-to-end employee lifecycle functions—including recruitment, onboarding, time office, payroll coordination, statutory compliance, and employee relations—while governing facilities management, office infrastructure, and vendor partnerships to ensure smooth and compliant daily operations.

Key Responsibilities and Core Priorities

Human Resources Operations and Lifecycle Management
Manage full-lifecycle recruitment and talent acquisition to support site-level and corporate hiring demands.
Oversee employee onboarding, documentation verification, orientation, and structured probation processes.
Supervise time and attendance tracking, leave records, and roster management across project and site locations.
Coordinate with the finance department to provide verified monthly payroll inputs, handle reimbursements, and resolve payroll queries.
Oversee offboarding workflows, clearance coordination, and full-and-final settlement execution.

Site Coordination and Multi-Location HR Administration
Serve as the central HR and administrative liaison for multiple remote project sites, regional hubs, and active construction locations.
Ensure uniform enforcement of organizational policies, attendance systems, and workplace regulations across field and corporate teams.
Address site-specific employee grievances and workforce escalations promptly and confidentially.

Workplace Administration and Facility Management
Oversee daily office facilities, building infrastructure, and workplace maintenance to ensure a functional, clean, and secure work environment.
Manage vendor relationships, procurement of office consumables, equipment maintenance agreements, and service-level tracking.
Supervise general office logistics, including travel arrangements, site mobility, courier coordination, and workplace asset distribution.

Statutory Compliance, Labor Laws, and Policy Governance
Implement and review company HR policies, code of conduct, and administrative guidelines across corporate and site staff.
Ensure strict adherence to Indian labor laws, Shops and Establishments Act, PF, ESIC, and statutory establishment regulations.
Maintain accurate employee personnel files, statutory registers, and audit-ready administrative documentation.

Employee Relations, Performance Support, and Engagement
Facilitate annual performance appraisal cycles and support department heads with goal-setting and performance documentation.
Drive employee engagement programs, festive celebrations, and wellness initiatives to foster team cohesion.
Handle employee relations issues, disciplinary processes, and conflict mediation with fairness and discretion.
Collaborate with senior management to align HR and administrative practices with broader operational and business goals.

Candidate Profile and Qualifications
Bachelor's degree in Human Resources, Business Administration, or a related field; relevant HR certifications are an advantage.
5+ years of hands-on experience in combined HR operations and office administration, preferably within mid-sized engineering, real estate, contracting, or construction firms.
Demonstrated competence across full-cycle recruitment, attendance administration, payroll inputs, and labor law compliances.
Strong facilities management and vendor management experience.
Working knowledge of basic HR data analysis, attendance reporting, and MIS maintenance.
Solid interpersonal, conflict resolution, and stakeholder coordination skills.
Willingness and flexibility to travel to project sites and branch locations as required.

Industry Food and Beverage Manufacturing and FMCG
Employee Size 501-1,000 employees

About the Organization
Crax is one of India most beloved snack brands with a rich 25-year heritage in the packaged food and savory snacks industry. The flagship brand is owned by DFM Foods Limited, which was acquired by global private equity firm Advent International in 2019. Following the acquisition, the entire company has undergone a comprehensive operational and digital transformation, backed by substantial investments in brand equity, manufacturing capabilities, and sales infrastructure to scale its footprint nationwide. DFM Foods manufactures and markets iconic consumer favorites including Crax Corn Rings and Natkhat Wheat Puffs, which have achieved deep consumer loyalty. In addition, the organization offers an expansive traditional namkeen portfolio consisting of 12 distinct variants such as bhujiyas, daals, mixtures, and nut-mixes packaged for both immediate impulse snacking and family home consumption.

Role Overview and Strategic Focus
The Plant HR Manager is a critical manufacturing leadership role based on-site at the Ghaziabad production facility. The position leads industrial relations, factory human resources operations, payroll management, statutory labor compliances, and shop-floor employee welfare. Partnering directly with the Plant Manager and the corporate Chief Human Resources Officer (CHRO), this role is accountable for sustaining factory harmony, ensuring high plant safety and environmental standards, optimizing contract labor procurement, managing workforce budgets, and driving structured capability programs for both blue-collar workmen and white-collar plant staff.

Key Responsibilities and Core Focus Areas

Industrial Relations, Security, and Shop-Floor Welfare
Maintain constructive, peaceful, and productive industrial relations with all factory staff, contract associates, and blue-collar workmen.
Ensure comprehensive occupational safety and physical plant security by implementing and enforcing all statutory safety protocols under the Factories Act.
Train workforce members on Good Manufacturing Practices (GMP) to consistently maximize plant productivity, personal safety, and product hygiene.
Enforce certified standing orders strictly, initiating disciplinary procedures when required in full compliance with the principles of natural justice and with approvals from the Plant Manager and CHRO.
Formulate the plant employee welfare budget, ensuring mandatory amenities, medical facilities, and engagement programs are benchmarked to best industry practices.
Conduct periodic regional wage surveys to ensure factory compensation and productivity-linked incentive structures remain competitive.
Oversee emergency preparedness, first-aid readiness, and ambulance operations to manage shop-floor incidents and medical emergencies tactfully.
Direct the strategic daily sourcing of contract labor based on production and dispatch targets, ensuring minimum wage adherence and mitigating local industrial relations militancy risks.

Payroll Governance, Statutory Deductions, and Compliances
Ensure the timely collation of attendance and payroll inputs to facilitate 100 percent accurate salary disbursements on the 1st of every month.
Manage the timely calculation, deposit, and statutory reporting of remittances including Provident Fund (PF), Employee State Insurance (ESI), Gratuity, and Professional Tax across applicable jurisdictions.
Audit contract staffing agencies to guarantee prompt wage disbursements, accurate statutory deductions, and compliant challan submissions.
Maintain and update all establishment licenses, factory registrations, labor inspection records, and regulatory permissions as required by state and central labor laws.

Employee Communication and Query Management
Act as the primary contact point for plant personnel, handling staff and workmen queries to achieve high first-time resolution rates and boost workplace engagement.
Communicate revisions in company HR policies, compensation structures, insurance benefits, and labor legislation clearly and transparently.
Manage exit workflows for resigning employees, ensuring prompt query handling and timely delivery of full and final settlements as per defined SLA timelines.

Time Office Operations, EHS, and Vendor Audits
Administer workmen and staff attendance, biometric entries, shift schedules, overtime, and leave management via the enterprise HRMS tool.
Oversee statutory filings, notice board displays, statutory registers, and periodic returns related to labor laws and Environmental Health and Safety (EHS) mandates.
Conduct periodic on-site compliance audits of labor contractors and service vendors to eliminate legal liabilities.
Report workplace accidents to relevant factory inspectorates and statutory authorities within stipulated timelines while ensuring immediate medical attention and compensation support for injured workers.

HR Budgeting, Annual Operating Plans, and HRMIS Reporting
Prepare and submit regular HRMIS dashboards and plant HR scorecards approved by the CHRO.
Analyze workforce data, overtime costs, absenteeism trends, and headcount metrics to provide actionable intelligence for proactive workforce planning.
Develop the annual operating plan (AOP) and departmental budget for the factory HR function in coordination with key operational stakeholders and executive HR leadership.

Policy Design, Deployment, and Capability Building
Design localized plant welfare, shift, and employee benefit policies covering everyday working conditions and code of conduct.
Implement transparent communication campaigns to ensure all shop-floor associates understand employment terms and workplace safety standards.
Continuously benchmark employee policies against statutory developments and consumer manufacturing industry best practices.

Team Leadership and People Management
Supervise, guide, and develop direct reportees within the plant HR and time office team.
Assign clear daily process accountabilities, review operational output, and troubleshoot operational hurdles on the floor.
Mentor team members to foster leadership capability and strong execution rigor.

Candidate Profile and Qualifications
Graduate degree, preferably with a Master of Social Work (MSW) or Master of Business Administration (MBA) specializing in Industrial Relations and Labor Welfare.
8 to 10 years of proven hands-on HR experience in manufacturing plants, specifically within FMCG, food processing, or related consumer production environments.
In-depth working knowledge of the Factories Act, certified standing orders, industrial dispute mechanisms, and contract labor management.
Demonstrated competence in payroll governance, time office tools, statutory remittances, and factory compliance audits.
Strong interpersonal and crisis management skills with demonstrated ability to interface effectively with labor authorities, factory inspectors, and union representatives.

Industry Computer and Network Security and Information Security Management
Employee Size 1,001-5,000 employees

About the Company
KnowBe4 is the pioneer of digital workforce security, empowering more than 70,000 organizations across the globe to make smarter security decisions every day. Securing both human workforces and AI agents, the KnowBe4 Platform delivers attack simulations, security awareness training, collaboration security, and agent security powered by Artificial Intelligence Defense Agents (AIDA) and a proprietary Risk Score mechanism. Drawing upon 15 years of behavioral data, KnowBe4 shields enterprises against sophisticated modern cyber threats including social engineering, prompt injection, and shadow AI. The organization cultivates a high-trust, fast-paced, and innovative culture committed to building resilient workplace defenses worldwide.

Role Overview and Strategic Scope
The Senior Director of HR for APAC serves as a vital strategic human resources executive, driving visionary people strategies across the Asia-Pacific region in direct alignment with the CHRO and global HR peers. Functioning additionally as the global HR Business Partner for designated functions and the primary on-the-ground leader in Bengaluru, this role collaborates closely with C-level and executive leadership to advance organizational excellence and business expansion. The leader oversees the unified Global Success Hub framework, orchestrates international compliance, shapes employee handbooks, steers complex employee relations, and leads a team of regional HR Directors and HR Managers to deliver transformative people operations across multiple international entities.

Key Responsibilities and Core Priorities

Strategic HR Leadership and Global Hub Synchronization
Partner with Global Success Hub site leaders to design and implement a synchronized success hub framework spanning organizational design, benefits, compensation models, talent branding, and recruitment operations.
Direct integrated success hub capacity modeling, headcount planning, and unified communication strategies across global hubs while honoring departmental workflow ownership.
Serve as the global HR Business Partner for assigned international divisions, aligning people initiatives with strategic corporate milestones.
Lead and coach an agile team of HR Directors and HR Managers across APAC, establishing clear performance metrics and fostering an engaging, high-performance culture.

HR Policy Formulation, Documentation, and Governance
Formulate, author, and deploy comprehensive human resources policies, standard operating procedures, and employee manuals tailored for international legal entities.
Continuously review, audit, and upgrade existing people policies and operational workflows to ensure alignment with corporate values and changing business requirements.
Collaborate with the corporate legal department to draft, review, and negotiate international employment contracts, offer agreements, and labor documentation.
Conduct proactive risk assessments across people operations, identifying compliance exposures and formulating risk mitigation roadmaps to prevent litigation.

Employee Relations, Legal Liaison, and Grievance Management
Manage complex employee relations cases, workplace disputes, disciplinary reviews, performance escalations, leaves, retirement administration, and redundancy exercises in a lawful, confidential, and empathetic manner.
Partner closely with the CHRO International, regional HR teams, and corporate counsel to resolve intricate workplace conflicts and legal inquiries.
Represent the organization in statutory mediation, arbitration, conciliation proceedings, and labor litigation as required across jurisdictions.
Counsel senior business leaders and people managers on sensitive personnel matters, team restructuring, and conflict resolution methodologies.

Total Rewards, Compliance, and Operational Support
Oversee statutory filings, pension governance, bonus plans, executive incentives, and contract administration across APAC operating territories.
Support regional HR teams in employee benefits design, renewal processes, and service vendor management.
Partner with the international expansion and recruitment teams to facilitate strategic executive search, talent pipelines, and cross-border hiring initiatives.
Champion the employee experience, leveraging data insights, HRIS reporting tools, and employee feedback to design continuous operational improvements.

Qualifications and Key Attributes
Bachelor degree in Human Resources, Business Administration, or related discipline required. Master degree preferred.
Minimum 10 years of progressive human resources leadership experience across operational and strategic functions.
Extensive experience managing multi-country HR operations across APAC in fast-growing, high-technology multinational environments.
Fluency in English is mandatory, with proficiency in at least one other APAC regional language preferred.
Deep subject-matter expertise across modern HR practices including compensation and benefits, performance architecture, talent systems, and employee engagement.
Thorough knowledge of statutory labor legislation, employment regulations, and compliance mandates across APAC countries.
Proficiency with modern HRIS, talent management platforms, Google Workspace, and Microsoft Office Suite.
Willingness to travel periodically to various APAC regional offices and corporate headquarters in the United States once or twice a year.

Industry Information Technology, Software Services, and Consulting
Employee Size 1,001-5,000 employees

About the Company

IRIS Software Inc. is a professional software services organization that delivers high-quality, cost-effective solutions to global enterprises. Serving Fortune 100 businesses and mid-sized firms across Financial Services, Life Sciences, Logistics and Distribution, and High-Tech sectors, the organization leverages modern technology stacks and agile delivery models to build lasting business value. The company has expanded to over 4,500 professionals across India, the United States, and Canada, acting as a strategic partner to more than 25 of the Fortune 100 corporations, with over 90 percent repeat customer engagements. Emphasizing information security and delivery quality, IRIS has attained CMMI Level 5 maturity, ISO 9001:2015 certification, and alignments to ISO 27001:2013 and SOC2 Type II standards.

Role Overview and Strategic Focus The Senior Manager - Employee Experience is an impactful leadership role reporting directly to the CHRO - Employee Experience. Based on-site in Noida, the incumbent heads HRBP operations for assigned business units and delivery accounts, driving talent stickiness, morale, retention, and employee delight throughout the lifecycle. The role combines strategic business partnership with operational excellence, coaching delivery managers, diagnosing workplace sentiment, implementing experiential engagement programs, and managing a team of HR Business Partners to foster an inclusive, high-performance culture.

Key Responsibilities and Core Priorities

Strategic HRBP Operations and People Engagement Direct HR business partnering operations across designated business units and strategic client accounts. Conceptualize, launch, and manage experiential workplace initiatives that elevate employee satisfaction and long-term organizational commitment. Partner closely with practice heads and delivery leadership to understand operational needs and integrate tailored talent strategies. Gather ground-level employee sentiment and share workforce insights with executive leadership to refine engagement and retention approaches. Coach people managers on vital leadership routines, including constructive feedback, performance calibration, goal setting, and morale enhancement. Actively promote and institutionalize company core values across all people engagement frameworks and workplace rituals.

People Connects and Retention Strategies Enforce strict Service Level Agreements (SLAs) for routine HRBP employee connects across all delivery projects. Improve the quality and depth of one-on-one connects, ensuring accurate risk tagging for early attrition detection. Lead structured talent review meetings with client account leaders to address flagged retention risks proactively. Guide HRBPs through sensitive retention conversations, compensation corrections, counter-negotiations, and timely case resolutions. Collaborate with the Compensation and Benefits Center of Excellence to administer interim compensation adjustments and facilitate internal project transfers. Support the design and implementation of account-specific retention and performance incentive programs.

Engagement, Culture, and Community Building Drive peer and leadership appreciation frameworks, maintaining budgetary oversight over monetary awards and spot recognitions. Lead comprehensive community-building initiatives including project milestones, festival celebrations, and employee engagement drives. Plan and deliver cross-functional collaboration weeks, team-building events, work anniversary milestones, and farewell sessions. Facilitate open corporate communication through quarterly open houses, HR helpdesks, and executive support for half-yearly town halls.

End-to-End Lifecycle Operations and Governance Support account startup activities by ensuring smooth assimilation, induction, and cultural integration for new team members. Oversee the complete employee journey from onboarding to separation, ensuring high service quality and prompt responsiveness. Steer the performance appraisal cycle, promotion reviews, and merit progression programs across designated business units. Collaborate with project delivery leadership to construct and monitor Individual Career Development Plans (CDPs). Investigate interpersonal conflicts, workplace ethics concerns, and disciplinary incidents with fairness, objectivity, and discretion.

Communications and HR Team Leadership Draft, review, and issue business unit communications, including leadership hiring announcements, anniversary celebrations, wellness updates, and official notices. Support recruitment, onboarding, and structured capability building for incoming HR Business Partners. Manage, coach, and guide a team of 2 to 3 HRBPs, assigning responsibilities, evaluating performance outputs, and supporting their professional growth. Build and govern analytical dashboards, attrition trends, headcount reports, and HR operational metrics for leadership reviews.

Candidate Profile and Qualifications Master of Business Administration (MBA) or Post Graduate Degree in Human Resources, preferably from a premier business school. 12+ years of comprehensive HRBP experience, including a strong track record of managing a team of HR Business Partners. Demonstrated competence in partnering with senior business and delivery leaders in fast-paced IT services organizations. Proven team leadership capability, with experience guiding at least 2 to 3 direct reports through task allocation, mentoring, and performance evaluation. Hands-on proficiency in building HR dashboards, workforce analytics, and attrition forecasting reports. Experienced in organizing large-scale corporate employee engagement events, town halls, and cultural workshops. Exceptional verbal, written, and interpersonal communication capabilities with high attention to operational detail.

Industry Actuarial, Risk Management, Consulting, and Financial Services
Employee Size 5,001-10,000 employees

About the Company
Independent for more than 77 years, Milliman is a premier global consulting firm delivering market-leading solutions to help worldwide organizations solve complex financial, risk, and operational challenges. Milliman provides specialized advisory across healthcare financing, retirement funding, life insurance, property and casualty insurance, enterprise risk management, regulatory compliance, data analytics, and digital business transformation. Supported by multidisciplinary experts including actuaries, clinical specialists, software engineers, and administrative consultants, Milliman maintains a steadfast commitment to high professional integrity, client-focused independence, and analytical rigor.

Role Overview and Strategic Focus
The Senior HR Manager leads and strengthens the Human Resources function for Milliman India by providing comprehensive, high-quality HR services to all operating practices and lines of business. Based full-time on-site in Gurgaon for five days a week, this position acts as an ambassador of corporate values, advising, coaching, and guiding the local HR team to maintain an inclusive, productive, and compliant workplace culture. The role oversees talent acquisition operations, general HR administration, statutory governance, employee benefits, and performance systems, collaborating closely with local practice heads, the HR Business Partnering (HRBP) team, Global Corporate Services (GCS), and the Director of Human Resources.

Key Responsibilities and Core Priorities

Strategic Partnership and Policy Administration
Collaborate with broader global and regional HR teams to guarantee high-quality human resource support across all practice groups.
Partner with the HR Business Partnering team to develop, refine, and administer local HR policies and standard operating procedures.
Review Indian employment legislation and work with Global Corporate Services to keep internal workplace policies aligned with statutory requirements.
Direct Prevention of Sexual Harassment (POSH) compliance, oversee documentation and record maintenance, and coordinate prompt grievance addressal.

HR Operations, Administration, and Governance
Supervise end-to-end HR shared services and employee queries related to leaves, benefits, flexible work, and workplace guidelines.
Work closely with the HR Service Team (HRST) to deliver accurate and prompt employee lifecycle administrative services.
Maintain strict HR data governance with zero tolerance for errors or inaccuracies across enterprise HRIS platforms.
Generate and evaluate monthly absence and attendance reports, tracking workforce trends to aid practice leaders in capacity planning.
Manage leavers administration, documentation, exit procedures, and full-and-final settlement coordination.
Lead continuous improvement projects to eliminate manual bottlenecks and modernize human resource workflows.
Oversee employee mobility, visa processes, and immigration queries in collaboration with central global teams.

Compensation, Benefits, and Payroll Management
Coordinate with global compensation teams to execute local market compensation benchmarking studies prior to annual review cycles.
Collaborate with internal finance teams to submit verified payroll inputs, ensuring adherence to strict monthly processing cutoffs and discrepancy resolutions.
Oversee the annual review and renewal of employee benefit plans, group medical insurance, and perks in partnership with finance leadership.
Maintain complete alignment with international HR divisions to ensure data integrity across local and global compensation repositories.

Performance Management Support
Support the execution of annual and mid-year performance evaluation cycles across local practices.
Identify capability and performance gaps, referring performance cases and Performance Improvement Plans (PIPs) to the HRBP team for structured management.
Ensure all performance appraisal ratings, promotions, and role revisions are recorded accurately in HRIS tools and shared with HRST for documentation release.

Talent Acquisition Oversight and Employer Branding
Provide operational oversight and strategic guidance to the Talent Acquisition Manager to meet recruitment requirements across actuarial, technical, and corporate roles.
Support full-cycle hiring processes from requisition intake, direct sourcing, and interview stages through to final offer issuance and onboarding.
Guide recruitment metrics, agency management, employee referral programs, and university campus engagement.
Ensure the recruitment and candidate selection process remains transparent, fair, and objective across all practice groups.
Supervise pre-employment background screening workflows to ensure full clearance before employee joining.
Partner with practice leaders to reinforce the employer brand and position Milliman as an employer of choice in India.

Learning, Development, and Employee Engagement
Partner with the Learning and Development team to identify capability-building requirements and facilitate leadership development programs.
Collaborate with the global HR team to design and deliver engagement initiatives, well-being programs, and culture-strengthening activities.
Advise and coach line managers on people matters while referring complex employee relations escalations to designated HRBPs.

Candidate Profile and Qualifications
Working knowledge across multiple HR domains including compensation and benefits, employee relations, diversity and inclusion, performance systems, and Indian employment laws.
Professional HR certification such as CIPD, SHRM-CP, SHRM-SCP, or an equivalent qualification is preferred.
Proven track record operating within multinational, matrixed corporate environments, preferably across management consulting, actuarial, or professional services sectors.
High integrity and discretion in managing sensitive employee matters and confidential records.
Demonstrated ability to balance multiple priorities, establish structured operating boundaries, and follow through on deliverables.
Exceptional verbal, written, and interpersonal communication capabilities with strong executive stakeholder management skills.

Industry Medical Equipment Manufacturing and Dental Care
Employee Size 201-500 employees

About the Company
GC India Dental is a dedicated subsidiary of GC Corporation, a prominent global dental enterprise renowned for producing high-quality dental consumables, biomaterials, and clinical equipment. Committed to advancing oral health and clinical excellence worldwide, the organization brings advanced research, superior Japanese technology, and quality control standards to the dental community. GC India provides dentists, technicians, and oral healthcare specialists with innovative restorative materials, impression systems, luting agents, and preventative care solutions. The enterprise fosters a professional, collaborative, and quality-driven workplace culture focused on customer centricity, continuous employee development, and long-term organizational value.

Role Overview and Strategic Scope
The Human Resources Manager will direct key human resources functions at GC India Dental, bringing a dedicated focus to total rewards, compensation, and employee benefits. Located on-site in Hyderabad, this generalist leadership role partners closely with operational leaders, functional heads, and regional HR stakeholders to advance people practices, support ongoing business expansion, and elevate the employee experience. The incumbent will oversee workforce capacity modeling, recruitment, policy frameworks, employee relations, capability building, performance management cycles, employee engagement, and strategic HR budgeting.

Key Responsibilities and Core Priorities

Compensation and Benefits Administration
Lead and administer salary reviews, merit increments, promotional adjustments, and performance incentive structures within approved fiscal guidelines and policies.
Provide compensation and benefits inputs to strategic retention frameworks and coordinate the rollout of updated total rewards programs.
Communicate rewards policies transparently across teams and address employee questions regarding health plans, perks, and compensation structures.

Recruitment and Strategic Workforce Planning
Partner directly with department heads to identify hiring demands and execute comprehensive talent acquisition plans aligned with operational milestones.
Drive workforce modeling, head count rationalization, and functional role profiling to support operational requirements and future business expansion.
Establish job competency frameworks that articulate necessary skills, behavioral attributes, and technical proficiencies for mission-critical positions.

HR Policies, Employee Relations, and Statutory Compliance
Formulate, deploy, and periodically review HR operating policies, employee guidelines, and standard operating procedures to maintain statutory compliance.
Manage employee grievances, disciplinary matters, workplace disputes, and interpersonal conflicts with fairness, consistency, and confidentiality.
Advise managers on corporate policy interpretation, ensuring fair treatment and follow-through on agreed workplace resolutions.

Performance Management and Talent Development
Oversee the end-to-end Performance Management System, encompassing goal calibration, KRA setting, periodic check-ins, and annual appraisal cycles.
Ensure timely closure of review cadences and ensure individual employee contributions correspond directly with business targets.
Identify high-potential talent across business units and formulate succession roadmaps and career growth plans for key roles.

Learning, Capability Building, and Leadership Development
Conduct comprehensive training need analyses across departments to design annual learning calendars that target functional and behavioral skill gaps.
Coordinate internal workshops and external training programs, assessing training efficacy through structured post-learning evaluations.
Deploy targeted managerial and leadership development interventions to build organizational leadership capacity.

Employee Engagement, Workplace Culture, and Internal Communication
Design and administer employee engagement surveys, town hall sessions, and culture-building initiatives to sustain positive workplace morale.
Collaborate with people managers to translate survey analytics and employee feedback into actionable workplace improvement plans.
Lead team-building events, festive celebrations, wellness programs, and retention initiatives to cultivate a collaborative environment.

Organizational Development and Change Enablement
Design and execute organizational development initiatives to enhance structural effectiveness, culture, and readiness for change.
Support business restructuring, commercial expansions, and the integration of new processes and HR technology platforms.
Assist managers in communicating changes smoothly to support team members through organizational transformations.

HR Planning, Budgeting, and Strategic Projects
Direct the overarching HR calendar, tracking delivery milestones, strategic projects, and key people initiatives.
Manage human resources budget allocations, monitor operational expenses, and maintain financial discipline against approved targets.
Collaborate with business leaders, regional HR stakeholders, and external service vendors to deliver agreed human capital priorities.

Candidate Profile and Preferred Qualifications
Master of Business Administration (MBA) or PGDM in Human Resources from a recognized institution.
Around 10 years of broad HR generalist experience, with proven exposure at the HR Manager or Senior Manager level.
Strong practical background in compensation, benefits, payroll structures, and rewards administration across the employee lifecycle.
Solid knowledge of Indian labor legislation, factory acts, shops and establishments rules, and statutory HR governance.
Comfortable utilizing modern HRMS platforms, digital attendance systems, and HR data tools to drive automation and reporting.
Strong problem-solving, decision-making, and budget management skills.
Exceptional interpersonal and verbal communication skills with the ability to articulate people policies and influence diverse stakeholders.

Industry Food and Beverage Services and Fast-Moving Consumer Goods
Employee Size 10,001+ employees

About the Company
PepsiCo is a global food and beverage enterprise whose products are enjoyed by consumers more than one billion times a day in more than 200 countries and territories around the world. The company product portfolio includes iconic and beloved brands such as Lay's, Doritos, Cheetos, Gatorade, Pepsi-Cola, Mountain Dew, Quaker, and SodaStream. In India, PepsiCo foods business represents an expansive commercial network driving consistent market leadership, supply chain scale, and consumer connection. The organization fosters a high-performance culture that embraces innovation, operational speed, digital-first capabilities, and continuous leadership development.

Role Overview and Strategic Scope
The People Business Partner Foods - Senior Manager is an expanded strategic leadership role supporting the North Sales unit (the highest revenue-contributing region to the India Foods business), Sales Headquarters functions (including the PO1 commercial capability team, PO1 e-commerce team, and modern trade channels), and the Net Revenue Management (NRM) vertical. The position serves as an integral talent strategist and operational driver, translating enterprise people strategy into concrete commercial actions. Partnering closely with senior commercial executives, Location HRs (LHRs), and global Centers of Excellence (COEs), the role focuses on driving sales productivity, career coaching, talent planning, and the execution of national incentive and capability projects.

Key Responsibilities and Core Priorities

Strategic HR Business Partnering and People Strategy
Collaborate with the Lead HRBP to design, prepare, and execute the comprehensive people strategy for the India Foods commercial functions and corporate sales headquarters.
Act as a key transformation catalyst, translating broad human capital initiatives into tangible business results across high-revenue operating territories.
Partner directly with commercial directors and vertical heads across the North unit, modern trade, e-commerce, commercial capability, and NRM to align people practices with business targets.
Track and evaluate HR operational contributions against core commercial metrics, monitoring workforce effectiveness, field productivity, and business ROI.

Sales Productivity, Incentives, and National Projects
Lead and manage the All-India Sales Incentive Program, ensuring competitive reward frameworks, transparent incentive tracking, and timely disbursements.
Anchor, govern, and execute national projects and special transformation initiatives for the broader commercial division.
Support Location HRs across territories in executing local people strategies, resolving operational bottlenecks in collaboration with category and commercial HR heads.

Talent Architecture, Leadership Coaching, and Capability Building
Formulate robust succession plans and drive holistic people planning cycles for critical sales and commercial functions.
Provide executive career coaching to regional managers and emerging leaders, focusing on managerial capability and team performance.
Partner with the Talent Management COE and the India Capability Center (ICC) to implement structured talent reviews and development interventions.
Identify functional and behavioral skill shortages across field teams and coordinate with capability teams to deploy targeted upskilling modules.

Employee Experience, Culture, and Governance
Drive employee engagement programs across covered business units, using employee pulse feedback from Location HRs to build actionable engagement initiatives.
Collaborate with Centers of Excellence and ICC teams to deliver high-quality talent acquisition, talent management, and total rewards processes.
Enforce standard HR policy compliance, statutory workplace governance, and equitable people practices across all sales units and field operations.

Professional Qualifications and Competencies
Master of Business Administration (MBA) or equivalent post-graduate degree in Human Resources from a premier business school.
At least 7 years of post-MBA experience in human resources business partnering or talent management, preferably within fast-paced FMCG, consumer goods, or high-growth digital environments.
Prior experience in Sales HR or commercial business partnering is strongly desirable.
Demonstrated competency in matrix management, organizational change, executive coaching, and consultative stakeholder influence.
Commercial acumen with an ability to interpret market drivers, revenue dynamics, and workforce productivity metrics rapidly.

Industry Hospitality, Hotels, and Resorts
Employee Size 10,001+ employees

About the Company
Hyatt Place Bangalore Bannerghatta Road is an upscale hotel brand under Hyatt Hotels Corporation, an internationally recognized hospitality company with a rich heritage of service excellence. Hyatt Place hotels are designed around modern travelers, combining style, innovation, and 24/7 conveniences to create an easy to navigate experience. Grounded in Hyatt core purpose—we care for people so they can be their best—the organization prioritizes authentic hospitality, continuous learning, diversity, equity, and inclusion, and professional growth across all operational touchpoints.

Role Overview and Strategic Scope
The Human Resources Manager leads the Human Resources function at Hyatt Place Bangalore Bannerghatta Road, overseeing day-to-day HR operations and driving exemplary service standards. This role is responsible for executing corporate HR strategies, building departmental capabilities, maintaining total statutory compliance, and cultivating a high-trust work culture. Partnering closely with the General Manager and executive committee, the position balances business objectives with a people-first mindset, managing end-to-end recruitment, learning, performance architecture, employee relations, and workforce planning across all hotel departments.

Key Responsibilities and Strategic Priorities

HR Leadership and Corporate Alignment
Lead and mentor the property HR team, establishing efficient daily HR operations and high service benchmarks.
Implement corporate Hyatt Human Resources policies, procedures, and global initiatives at the unit level.
Champion the Hyatt Purpose, Values, and Leadership Profile across all hotel operations, serving as the cultural anchor for the property.
Act as a strategic advisor and confidant to hotel leadership, department heads, and team members on workforce matters.

Talent Acquisition, Onboarding, and Succession Planning
Oversee full-cycle talent acquisition activities across operational, front-line, and managerial cadres to ensure optimal staffing levels.
Design and administer structured, high-touch onboarding and orientation programs that reflect Hyatt hospitality standards.
Partner with executive leadership to conduct talent reviews, identify high-potential associates, and build robust internal succession pipelines.

Training, Performance, and Capability Building
Drive the hotel performance management cycle, ensuring objective appraisals, transparent goal setting, and meaningful developmental conversations.
Identify functional training needs and roll out structured learning and development modules to elevate hospitality service delivery.
Coach departmental leaders on leadership agility, coaching techniques, and effective performance management.

Employee Engagement, Welfare, and Relations
Formulate and execute engagement strategies, recognition frameworks, and welfare programs to sustain high morale and motivation.
Manage employee relations with empathy, fairness, and confidentiality, resolving grievances and workplace issues promptly.
Facilitate open forums, staff town halls, and feedback mechanisms to maintain healthy dialogue between management and associates.

Statutory Compliance, Labor Regulations, and Governance
Ensure rigorous adherence to Indian central and state labor regulations, factory rules, contract labor laws, and statutory filings.
Maintain proper HR documentation, employee records, audit readiness, and internal policy compliance across all departments.
Represent the hotel during labor inspections, regulatory filings, and audits by statutory authorities.

Workforce Planning, Payroll, and HR Budgeting
Support the property financial targets through workforce capacity modeling, manning ratio rationalization, and HR budget management.
Supervise time office operations, attendance systems, leave records, and monthly payroll processing in collaboration with finance.
Monitor HR operational metrics, including turnover rates, cost per hire, and engagement scores, to optimize human capital investments.

Candidate Profile and Qualifications
Master degree in Human Resources, Management, Business Administration, or a related discipline.
At least 3 years of experience as a Human Resources Manager, with strong preference for prior experience in hospitality or luxury hotel chains.
Comprehensive understanding of Indian labor legislations, employee relations practices, and statutory compliances.
Proven track record in managing HR operations, recruitment, talent development, and payroll governance.
Exemplary leadership, communication, interpersonal, and conflict-resolution abilities.
Demonstrated capacity to align commercial hotel operations with a people-centric approach reflecting Hyatt values.

Industry Industrial Machinery Manufacturing and Electrical Equipment
Employee Size 10,001+ employees

About the Company/

Regal Rexnord is a publicly traded global industrial leader with 30,000 associates worldwide dedicated to engineering sustainable solutions that power, transmit, and control motion. The enterprise operates across three core business segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation and Motion Control. Its advanced engineering portfolio encompasses electric motors, air-moving subsystems, power transmission components, motion control actuators, and variable frequency drives powering mission-critical applications across aerospace, factory automation, data centers, medical robotics, renewable energy, and industrial infrastructure. The company maintains an extensive global network of manufacturing, engineering, and sales facilities focused on technological innovation, sustainability, and operational excellence.

Role Overview and Strategic Scope The Manager II HR is a senior on-site human resources leadership role responsible for governing end-to-end human capital operations, HR business partnering, and general site administration at the Regal Rexnord facility in Hyderabad. The position acts as a strategic talent advisor to business leaders, aligning workforce capability with operational objectives while overseeing full lifecycle recruitment, total rewards, payroll governance, performance architecture, capability building, employee engagement, and corporate compliance. The incumbent also oversees site administrative infrastructure, facility operations, and workplace services to deliver an efficient, compliant, and engaging workplace experience.

Key Responsibilities and Strategic Priorities

HR Business Partnering and Strategic Talent Planning Partner directly with operational leaders and department heads to assess organizational talent needs and execute people strategies aligned with enterprise business targets. Provide strategic counsel to functional managers on team design, organizational effectiveness, talent risk mitigation, and workforce capacity planning. Serve as the primary HR advisor and coach to people leaders, guiding effective management practices and resolution of complex employee matters.

Full-Cycle Talent Acquisition and Employer Branding Lead end-to-end talent acquisition operations spanning headcount budgeting, candidate sourcing, technical evaluations, interview coordination, offer rollout, and onboarding. Build and maintain active talent pipelines across engineering, manufacturing, and shared corporate functions to meet current and future staffing demands. Strengthen the company employer brand across universities, professional platforms, and industry forums to attract high-caliber professionals.

Total Rewards, Payroll Administration, and Labor Compliance Manage compensation and benefits structures, ensuring internal equity, market competitiveness, and alignment with corporate reward guidelines. Support annual merit increase cycles, promotion reviews, incentive compensation programs, and competitive compensation benchmarking studies. Oversee end-to-end payroll processing to ensure accurate and on-time disbursements, statutory deductions, tax withholdings, and expense reimbursements. Ensure comprehensive compliance with Indian central and state labor regulations, factory acts, PF, ESI, gratuity laws, and internal financial controls.

Performance Architecture and Talent Development Drive annual and mid-year performance review cycles, including goal alignment, KRA setting, performance calibration sessions, and individual development plans. Coach managers to foster an outcome-driven culture through regular feedback cadences, constructive check-ins, and performance improvement frameworks. Conduct organization-wide training needs analyses to identify capability gaps and execute annual learning roadmaps across technical, functional, and leadership tracks.

Employee Engagement, Workplace Culture, and Organization Development Formulate and execute engagement strategies, employee connect forums, and recognition frameworks that enrich employee morale, retention, and workplace culture. Administer employee pulse surveys and engagement diagnostics, translating workforce feedback into targeted operational action plans. Support organization development interventions including succession planning frameworks, talent reviews, change enablement, and culture transformation projects.

HR Analytics, Data Governance, and Process Excellence Generate actionable HR dashboards and analytics covering headcount growth, attrition trends, recruitment velocity, learning impact, and employee sentiment. Maintain HR records, documentation, and database controls across HRIS systems to ensure data integrity and audit readiness. Lead continuous improvement projects across HR workflows, utilizing digital automation and process simplification to upgrade service delivery.

General Administration and Workplace Infrastructure Management Oversee general workplace administration, including facilities maintenance, travel operations, physical security protocols, housekeeping standards, and staff transport. Manage administrative vendors, cafeteria operations, and third-party contracts, ensuring service level enforcement, regulatory compliance, and cost optimization.

Candidate Profile and Core Competencies Comprehensive human resources generalist and business partnering experience within multinational manufacturing, engineering, or industrial corporate setups. Demonstrated competence across talent acquisition, compensation and benefits, performance management systems, and statutory labor governance. Proven capability to govern site operations, employee relations, and general facility administration concurrently. Strong stakeholder management, conflict negotiation, and executive communication abilities. Analytical mindset adept at utilizing HRIS platforms and workforce data to inform strategic business choices.

 

Industry Food and Beverage Services, Nutrition, and Health and Wellness
Employee Size 11-50 employees

About the Company
Good Monk, powered by Superfoods Valley Pvt. Ltd., is one of India fastest-growing nutrition and health-focused consumer brands. Dedicated to making nutrition accessible, transparent, and easy to consume for modern Indian households, the organization develops innovative nutrition products tailored to daily health needs. Operating in a rapid-scale startup ecosystem, Good Monk is driven by an entrepreneurial spirit, high customer focus, and an ambitious growth vision to transform preventative wellness and nutritional consumption across the nation.

Role Overview and Strategic Focus
The Senior HR Manager is a high-visibility, founder-facing strategic leadership role designed for a professional seeking to build an agile organization rather than just manage day-to-day HR tasks. Reporting directly to the founders and executive leadership, this position takes complete end-to-end ownership of talent acquisition, performance management, employee engagement, organizational culture, learning and development, and operational HR governance. The ideal candidate brings an entrepreneurial, startup-tested mindset, adept at seamlessly balancing high-level people strategy with hands-on operational delivery.

Key Responsibilities and Core Priorities

Strategic Founder Partnership and Organization Building
Partner directly with founders and senior leaders to architect progressive people strategies aligned with aggressive business growth targets.
Act as the culture custodian, defining, nurturing, and embedding organizational core values, shared goals, and collaborative behaviors across all business functions.
Design, build, and deploy foundational and scalable human resources policies, standard operating procedures, employee handbooks, and workplace frameworks from the ground up.

End-to-End Talent Acquisition and Employer Branding
Lead end-to-end talent acquisition pipelines for mid and senior-level positions across technical, commercial, supply chain, and growth functions.
Devise innovative sourcing channels, network within startup talent communities, and manage candidate engagement to ensure the intake of top-tier talent.
Strengthen the company employer branding across digital channels, recruitment networks, and industry forums to attract high-caliber professionals.
Manage end-to-end offer negotiations, reference checks, and compensation structuring.

Performance Management and Talent Development
Design and execute a high-performance culture framework, introducing structured goal-setting mechanisms, Key Result Areas (KRAs), and objective appraisal cycles.
Lead continuous feedback mechanisms, quarterly review check-ins, and performance improvement frameworks across teams.
Conceptualize, design, and facilitate targeted Learning and Development (L&D) programs, leadership interventions, and capability-building workshops to elevate employee competence.

Employee Engagement, Retention, and Workplace Culture
Deploy innovative employee engagement roadmaps, team-building interventions, and wellness programs to cultivate high morale, purpose, and workplace motivation.
Actively identify retention risks, diagnose workforce sentiment, and formulate targeted retention strategies to keep high-performing team members motivated.
Serve as the primary trusted advisor and escalation contact for grievance redressal, conflict mediation, and workplace relationship management.

HR Operations, HRIS, and Statutory Compliance
Oversee full-lifecycle HR operations including high-touch onboarding experiences, documentation, probation evaluations, promotions, and exit management processes.
Set up and manage modern HRIS and payroll administration workflows to ensure error-free documentation and employee records management.
Ensure strict adherence to statutory labor compliances, employment laws, and regulatory governance standards in an Indian corporate setup.

Candidate Profile and Preferred Qualifications
7 to 9 years of comprehensive human resources experience with core expertise in talent acquisition and people operations within startups or high-growth environments.
Demonstrated track record of independently leading talent management, performance frameworks, L&D programs, and organizational culture initiatives.
Proven executive maturity and confidence to collaborate, advise, and partner directly with founders and senior leadership teams.
High process orientation combined with the ability to navigate ambiguous startup environments with a strong bias for action.
Outstanding interpersonal communication, negotiation, and cross-functional stakeholder management capabilities.
MBA or PGDM in Human Resources or a related discipline from a recognized institution is preferred.

Industry Hospitality, Luxury Hotels, and Resorts
Employee Size 10,001+ employees

About the Company
The Indian Hotels Company Limited (IHCL) and its subsidiaries bring together a group of brands and businesses that offer a fusion of warm Indian hospitality and world-class service. Incorporated by the founder of the Tata Group, Jamsetji Tata, the company opened its first hotel, The Taj Mahal Palace, in Bombay in 1903. IHCL has a portfolio of luxury, upscale, and budget hotels across the globe under iconic brands including Taj, SeleQtions, Vivanta, and Ginger. Renowned for setting global hospitality benchmarks, IHCL operates with a deep commitment to sustainable business practices, the historic Tata Code of Conduct, and the holistic Tata Business Excellence Model (TBEM) framework.

Role Overview and Strategic Purpose
The Director of Human Resources will lead the entire Human Resources, Training, and Industrial Relations function for the upcoming luxury resort Taj Exotica Resort and Spa, Bengaluru. This strategic leadership role is accountable for establishing the pre-opening people framework, managing pre-opening and operational workforce mobilization, instilling Tata core values, and driving human capital strategies aligned with corporate IHCL guidelines. The role oversees the entire employee lifecycle, spearheading employee satisfaction, workforce productivity, industrial harmony, statutory compliances, and talent development across all resort operations.

Key Responsibilities and Core Deliverables

Strategic Leadership and TBEM Framework
Coordinate with the unit HR team and corporate leadership to implement standard human resources processes as defined by IHCL corporate headquarters.
Formulate and execute the unit annual human resources business plan utilizing the Tata Business Excellence Model (TBEM) framework, linking departmental metrics directly to the resort overall operational strategy.
Create and foster a vibrant work culture characterized by high employee morale, continuous professional development, and mutual respect.
Analyze Employee Satisfaction Survey (ESS) and pulse survey feedback to design actionable organizational development and culture-building roadmaps.
Implement and sustain the Tata Code of Conduct (TCOC), core organizational values, and the enterprise Leadership Code across all departments and employee levels.

Recruitment, Manpower Planning, and Pre-Opening Operations
Plan, supervise, and execute the pre-opening recruitment strategy to staff the luxury resort with high-caliber talent across leadership, executive, and operational cadres.
Rationalize manpower allocation, evaluate department manning ratios, and carry out workforce productivity enhancements to maximize operational cost efficiency.
Establish seamless pre-boarding, orientation, and structured induction experiences reflecting Taj luxury standards.

HR Operations, Payroll, and Systems Administration
Manage end-to-end time office operations, attendance tracking mechanisms, leave records, and shift rosters to generate operational reporting.
Administer monthly payroll processing and disbursements in close alignment with corporate finance guidelines.
Manage enterprise HRMS platforms, ensuring absolute data integrity, timely transactional processing, and full employee records maintenance.
Prepare, evaluate, and submit HR Monthly Information System (MIS) reports and executive dashboards in strict adherence to IHCL corporate standards.

Training, Talent Development, and STARS Recognition
Collaborate with Heads of Departments (HODs) to design, schedule, and implement comprehensive Annual and Monthly Training Calendars.
Oversee in-house service excellence training, technical skills workshops, and behavioral development modules across guest-facing and support departments.
Administer and monitor the Taj Special Thanks and Recognition System (STARS) at the unit level to acknowledge and reward exceptional service and performance.
Drive the Performance Management System (PMS) for all hotel staff, ensuring transparent goal-setting, objective appraisals, and structured development plans.

Employee Relations, Staff Welfare, and Community Development
Lead constructive employee relations initiatives, address personal problems of team members, and manage workplace conflict resolutions with empathy and fairness.
Liaise regularly with the Staff Welfare Union, workforce committees, and executive management to preserve harmonious workplace relations.
Organize regular open houses, town hall forums, and feedback sessions to drive open communication and transparent governance.
Plan and coordinate employee welfare activities, wellness initiatives, recreational events, and team engagements.
Drive corporate social responsibility initiatives, Taj Public Service Welfare Trust programs, and community development projects within the regional ecosystem.

Statutory Compliance, Contract Labour, and Government Liaison
Administer complete statutory HR compliances, inspections, and audit requirements on a continuous basis.
Manage third-party service providers and oversee end-to-end contract labour administration, ensuring complete legal and wage compliances.
Serve as the official representative for the property to liaise with regional government agencies, local authorities, and labour departments.

Candidate Profile and Competencies
Proven track record in senior HR leadership roles within premier luxury hotels or high-end resort properties.
Strong working knowledge of luxury hospitality operations, industrial relations, and pre-opening processes.
In-depth understanding of Indian labor legislations, factory acts, shops and establishment laws, and contract labor regulations.
Demonstrated ability to drive business excellence frameworks like TBEM, manage budget allocations, and optimize labor productivity.
Exceptional leadership, communication, interpersonal, and executive stakeholder management capabilities.

Industry Legal Services and Law Practice
Employee Size 501-1,000 employees

About the Organization
Lakshmikumaran and Sridharan is a premier full-service Indian law firm known for delivering high-caliber legal counsel across corporate law, taxation, intellectual property, international trade, dispute resolution, and regulatory compliance. Established with a strong culture of professional integrity, client advocacy, and intellectual depth, the firm advises Fortune 500 companies, leading Indian conglomerates, financial institutions, and government bodies. The organization places significant emphasis on nurturing talent, professional development, and sustaining an inclusive, performance-driven legal work environment.

Role Overview and Strategic Focus
The Human Resources Manager will lead end-to-end strategic and operational human resources initiatives across the firm. Acting as a trusted HR Business Partner to practice leaders, partners, and corporate leadership, the role aligns people strategies with organizational goals while governing HR operations, performance management, employee relations, learning and organizational development, employee engagement, and statutory compliance. The position combines strategic acumen with operational excellence, leveraging talent analytics, digitization, and structured frameworks to elevate organizational agility, employee experience, and professional standards across legal and support functions.

Key Accountabilities and Core Responsibilities

Strategic HR Business Partnering
Partner with practice heads and departmental leaders to understand the needs of attorneys and corporate staff, aligning HR solutions with firm priorities.
Deliver counsel on organizational structure, strategic workforce planning, talent capability building, and succession management.
Coach practice leaders on managerial effectiveness, leadership agility, team morale, and career development.
Deploy targeted people interventions to optimize workforce productivity, workplace engagement, and long-term retention.
Act as an advisor to senior management on organizational governance and people policies.

HR Operations, Governance, and HRIS Management
Oversee end-to-end employee lifecycle management, including onboarding, probation confirmation, internal transfers, annual promotions, and offboarding clearances.
Collaborate with recruitment teams to ensure smooth pre-boarding integration and high-impact employee onboarding experiences.
Enforce consistent application and compliance of all HR policies, internal operating procedures, and professional ethics.
Drive continuous process standardization, workflow automation, and digital optimization across HR systems.
Establish and govern HR service level agreements (SLAs), monitoring service delivery efficiency and overall employee satisfaction.
Oversee payroll processing, ensuring compliance with statutory regulations, payroll governance, and management dashboards.
Generate and maintain regular HR analytics, attrition metrics, compliance audits, and headcount reports to facilitate leadership decisions.

Performance Management and Capability Building
Coordinate quarterly and annual performance review cycles, driving continuous improvements in evaluation methodologies.
Incorporate comprehensive performance evaluation frameworks combining quantitative metrics (billable hours, KPI delivery) with qualitative measures (client management, teamwork, legal ethics).
Partner with practice heads to evaluate attorney and corporate staff performance, identify skill gaps, and implement targeted development solutions.
Formulate and supervise structured Performance Improvement Plans (PIPs) and coaching frameworks to address performance gaps.

Employee Relations and Statutory Compliance
Manage employee relations concerns, workplace disputes, and disciplinary processes with high confidentiality, empathy, and professional ethics.
Conduct independent and objective workplace investigations, recommending corrective and disciplinary measures when necessary.
Ensure strict alignment with firm policies, code of conduct, and Indian statutory labor regulations.
Cultivate an open, transparent, and psychologically safe workplace culture grounded in mutual trust.

Employee Engagement and Experience
Formulate and execute engagement roadmaps aligned with firm values and organizational priorities.
Design and administer meaningful rewards and recognition (R&R) programs to enhance team motivation and drive excellence.
Deploy workplace initiatives focused on mental health, physical wellness, inclusion, and holistic employee experience.
Partner with practice leaders to sustain morale, reduce burnout, and foster firm-wide commitment.

Culture Transformation and Organizational Change
Champion organizational values, professional ethics, and leadership behaviors across all regional offices.
Execute culture-building interventions and change management frameworks supporting firm growth.
Cultivate an inclusive, transparent, and collaborative working environment.

Talent Management and Succession Planning
Map critical organizational positions, review talent pipelines, and design succession pathways for future leadership.
Identify high-potential talent across legal practices and corporate departments, crafting customized career growth plans.
Deploy structured talent assessment frameworks, career mobility pathways, and retention interventions based on workforce data.

Learning and Organizational Development (L&OD)
Conduct comprehensive Training Needs Analysis (TNA) customized specifically for legal practitioners and support teams.
Design and roll out learning programs covering technical legal upskilling, managerial development, and leadership capabilities.
Evaluate training outcomes and measure the impact of development programs on individual competency and firm performance.

Candidate Profile and Desired Qualifications
MBA or PGDM in Human Resources or equivalent advanced degree from a recognized institution.
10+ years of progressive experience across HR Generalist, HRBP, or Talent and Organizational Development roles, preferably within mid-sized professional services firms or law practices.
Deep understanding of legal practice dynamics, attorney career progression models, and professional services operations is an advantage.
Proven expertise in HR operations, statutory payroll governance, policy design, and employee relations.
Strong proficiency in Microsoft Office Suite, specifically advanced Excel, PowerPoint, and Word for workforce modeling, reporting, and presentations.
Exceptional communication, interpersonal, and stakeholder management skills with demonstrated ability to interface with senior partners and leadership.

Industry Medical Equipment Manufacturing, Healthcare Technology, and Software Development
Employee Size 1,001-5,000 employees

About the Company
Omnicell is a mission-driven healthcare technology provider dedicated to transforming the pharmacy care delivery model and creating a healthier world for all by enabling patient safety through pharmacy perfection. The company develops comprehensive solutions that combine hardware automation, intelligent software, and expert services to optimize medication management across health systems and ambulatory care settings. Driven by strong corporate values, Omnicell focuses on continuous innovation to help reduce medication errors, streamline clinical workflows, and improve operational efficiencies. The organization fosters a high-growth, highly collaborative, and inclusive workplace culture where people leaders are empowered to unlock employee potential and drive transformational organizational growth.

Role Overview and Strategic Focus
The People Strategy Manager is a strategic, growth-oriented human resources role designed to partner with business leadership to align business priorities with high-impact talent management frameworks. Operating within a hybrid model in Bengaluru, this position bridges enterprise business goals with human capital initiatives, equipping functional heads to cultivate inspiring, high-performing, and inclusive teams. The leader acts as an executive advisor on workforce analytics, organizational design, talent capability building, and structural transformation, ensuring seamless collaboration across global HR Centers of Expertise to support sustainable business expansion.

Key Responsibilities and Core Priorities

Strategic Business Partnership and Talent Planning
Engage proactively with management to translate overarching business strategy into actionable talent management roadmaps and support their end-to-end execution.
Provide predictive workforce insights to help functional leaders detect operational bottlenecks, address productivity hurdles, and capitalize on high-performance opportunities.
Facilitate organizational decision-making grounded in a deep comprehension of cross-functional interdependencies and stakeholder priorities.
Guide business heads on organizational design strategies that fuel growth, optimize operating costs, and bolster long-term organizational health.
Deliver constructive, fearless feedback to executive leaders and exhibit managerial courage when navigating sensitive workforce dilemmas or complex organizational challenges.
Equip people managers with practical tools and coaching to lead, develop, and retain their team members with confidence.

Talent Management, Capability Building, and Succession Planning
Identify, track, and develop top-tier organizational talent, formulating tailored development plans, capability roadmaps, and future mobility pathways.
Treat the performance management cycle as a vital talent-building mechanism targeted at elevating both individual competencies and enterprise capabilities.
Lead talent review calibration sessions, succession planning exercises, and workforce capacity assessments across designated business verticals.
Anticipate future capability needs and guide leadership through benchmarking, research, and innovative talent management practices.

Change Enablement and Organizational Transformation
Collaborate with senior stakeholders on strategic change initiatives with an emphasis on culture evolution, managerial capability, and operational workflow enhancement.
Identify organizational design challenges and emerging workforce risks proactively, formulating creative solutions to preserve business continuity.
Demonstrate agility and operational velocity, navigating organizational ambiguity and establishing strong cross-functional alignment.
Promote the Omnicell culture, employer brand, and talent value proposition across professional networks and external talent communities.

Cross-Functional HR Collaboration and People Analytics
Partner with Communities of Expertise including HR Operations, Total Rewards, Learning and Development, and Talent Acquisition to deploy unified business solutions.
Analyze complex HR data and workforce metrics to uncover actionable trends, articulate talent narratives, guide leadership decisions, and evaluate program impact.
Monitor emerging workplace trends and industry best practices to build scalable, future-ready HR strategies, governance frameworks, and operational guidelines.

Professional Qualifications and Experience
Bachelor degree in Human Resources, Business Administration, or a related discipline.
At least 3 years of experience in a strategic, business-focused role across Human Resources, Operations, or Management Consulting.
Minimum 5 years of progressive human resources experience with core focus on talent management, total rewards, HR business partnering, or leading functional HR units.
Demonstrated experience working with US multinational corporations in a matrixed environment.
Practical commercial acumen with an understanding of corporate financials, market dynamics, operational workflows, and client expectations.
Demonstrated ability to influence executive leadership, offer solutions in the face of organizational resistance, and champion data-driven change.
Strong conceptual, systems-focused thinking, analytical acuity, and disciplined prioritization capabilities.

Industry Information Technology and IT Services
Employee Size 51-200 employees

About the Company
ModGen Solutions Pvt Ltd is a forward-thinking information technology company headquartered in Mumbai, India, operating with a strong global outlook. Since its founding in 2014, the organization has specialized in delivering innovative, end-to-end technology solutions and enterprise IT services. The company provides a comprehensive portfolio including infrastructure design and technical consulting, turnkey systems integration, infrastructure managed services, business continuity planning, managed network operations, cloud computing architectures, and project management and maintenance. Backed by diverse technical talent and cross-industry domain expertise across legacy and emerging technologies, ModGen empowers global organizations to modernize core operations and succeed in the digital era.

Role Overview and Strategic Focus
The Senior Human Resources Manager will head the human resources department and serve as a strategic partner to executive leadership to support rapid business growth in an expanding IT services landscape. Based full-time on-site in Navi Mumbai, this leadership role is responsible for overseeing end-to-end HR operations, spanning talent acquisition, workforce planning, employee onboarding, performance appraisals, engagement programs, and regulatory compliance. The position is tasked with architecting progressive HR policies, managing compensation and benefits frameworks, steering employee relations, and driving organizational capability through impactful learning and development initiatives.

Key Responsibilities and Core Priorities

Strategic Leadership and Policy Formulation
Partner closely with executive leadership to establish human capital strategies that align directly with corporate expansion goals.
Design, roll out, and continuously refine enterprise HR policies, standard operating procedures, and employee manuals.
Ensure all internal people practices uphold organizational culture, integrity, and core corporate values.

Talent Acquisition and Workforce Planning
Direct end-to-end recruitment operations to attract, evaluate, and hire top-tier technical and managerial talent in the IT sector.
Collaborate with delivery heads and technical leads to forecast headcount requirements and address critical skill shortages.
Design and administer structured pre-boarding and onboarding experiences to drive early productivity and team integration.

Performance Management and Talent Development
Oversee the execution of annual and mid-year performance evaluation cycles, KRA goal-setting mechanisms, and appraisal moderation.
Partner with functional managers to establish performance improvement plans, coaching interventions, and career progression pathways.
Formulate and supervise targeted learning and development programs to enhance the technical and soft skill competencies of staff.

Compensation, Benefits, and Employee Relations
Administer competitive compensation and benefits structures, ensuring internal equity and market alignment.
Serve as the primary escalation point for employee relations issues, grievance redressal, conflict mediation, and workplace harmony.
Champion employee engagement programs, wellness initiatives, and team-building interventions to build a cohesive workplace culture.

HR Operations, HRIS Analytics, and Statutory Compliance
Oversee full employee lifecycle operations from onboarding documentation and database maintenance to offboarding clearances.
Leverage HRIS platforms, workforce reporting systems, and people metrics to provide actionable insights for executive decision-making.
Ensure thorough adherence to Indian labor legislation, statutory filings, PF, ESI, gratuity rules, and regional workplace regulations.

Candidate Qualifications and Competencies
Bachelor degree or Master degree in Human Resources, Business Administration, or a related discipline.
Substantial experience in a senior HR generalist or management capacity, preferably within IT or technology-driven environments.
Extensive knowledge of Indian labor laws, regulatory compliance mandates, and statutory governance.
Demonstrated competence in talent acquisition, workforce capacity modeling, and performance management systems.
Hands-on proficiency with modern HRIS software, recruitment platforms, and HR data analytics.
Exceptional stakeholder management, interpersonal communication, leadership, and conflict resolution capabilities.
Demonstrated ability to work full-time on-site at the Navi Mumbai operational facility.

Industry Supply Chain Management, Logistics, and Warehousing
Employee Size 10,001+ employees

About the Company
TVS Supply Chain Solutions is a leading global supply chain management company and an integral part of the renowned TVS Group. The company specializes in delivering integrated end-to-end supply chain services spanning freight forwarding, contract logistics, warehousing, transportation, and aftermarket solutions across multiple sectors including automotive, industrial, consumer goods, and technology. With advanced supply chain tech platforms and an extensive global footprint, TVS SCS manages complex supply network challenges and provides data-driven logistics services. The organization prioritizes workforce safety, continuous capability enhancement, operational efficiency, and a culture of performance and operational governance.

Role Overview and Scope
The Regional HR Head is responsible for leading complete human resources operations, industrial relations, compliance management, and business partnering across supply chain projects and operating sites in the region. Working in close collaboration with regional business heads, this senior role ensures seamless HR service delivery, manpower availability, and organizational effectiveness. The incumbent oversees blue-collar and executive hiring, employee welfare, statutory labor compliances, vendor governance, and proactive union negotiations to foster harmonious workplace environments and drive business performance.

Key Responsibilities and Core Priorities

Strategic HR Business Partnering and Organization Development
Collaborate closely with business heads to understand commercial priorities and align HR strategies directly with business goals.
Articulate, facilitate, and execute organization development (OD) and employee relations (ER) initiatives tailored to regional project needs.
Administer enterprise HR policies and operating procedures consistently across regional hubs, ensuring thorough compliance reporting.
Drive the implementation of people practices and operational readiness for new site launches and expansion projects.
Facilitate the implementation of the Performance Management System (PMS) across the workforce to ensure timeliness, objectivity, and quality.
Design and implement capability-building programs, functional training, and job rotation frameworks to enhance staff competencies.
Accountable for occupational health and safety across project hubs, maintaining rigorous protocols to achieve zero safety incidents.

Manpower Availability and Talent Acquisition
Ensure the timely availability of qualified talent across all regional projects, assessing short-term and long-term staffing requirements.
Direct recruitment for both executive roles and large-scale blue-collar workforce through direct on-roll hiring and third-party staffing providers.
Lead structured onboarding, documentation, and orientation programs for newly joined project employees.
Formulate and execute retention programs to control employee attrition and curb workplace absenteeism.

End-to-End HR Operations and Employee Welfare
Manage complete HR operational processes across regional facilities, prioritizing workforce retention and operational stability.
Supervise time and attendance tracking, shift scheduling, and monthly payroll confirmations.
Administer comprehensive employee welfare facilities, including transportation, uniforms, safety shoes, ID management, and canteen amenities.
Address employee grievances in a fair and timely manner to sustain high workforce morale.

Industrial Relations (IR) and Employee Relations (ER)
Implement proactive industrial relations strategies to anticipate, identify, and mitigate potential IR/ER risks across regional operating units.
Engage and negotiate with multiple labor unions across locations, successfully steering long-term wage settlements and formal agreements.
Build and maintain collaborative relationships with labor unions, works committees, employee representatives, and local government statutory authorities.
Manage disciplinary proceedings, including drafting and issuing show-cause notices, charge sheets, handling formal explanations, and conducting domestic enquiries in compliance with legal principles.
Resolve workplace disputes amicably to preserve shop-floor discipline and maintain productive, harmonious operational environments.

Statutory Compliance and Customer Engagement
Drive end-to-end review and adherence to all central, state, and local labor legislation, factory acts, and contract labor regulations across regional project facilities.
Ensure timely renewal and maintenance of statutory licenses, factory registrations, and compliance filings.
Build trusted relationships with regional client partners to demonstrate transparent and effective compliance management across outsourced contracts.

Vendor Management and Compliance Audits
Oversee the selection, due diligence, and formal onboarding of third-party labor contractors and service vendors.
Ensure on-time payment clearances for vendor invoices in coordination with regional finance teams.
Conduct periodic vendor compliance reviews and complete statutory audits on schedule to eliminate compliance liabilities.

People Development and Productivity Enhancement
Drive regional employee engagement initiatives, cultural events, and recognition schemes to boost team morale.
Establish and maintain detailed skill matrices for operational roles, tracking capability development and technical upskilling progress.

Role Complexities and Operational Challenges
Managing diverse requirements across multiple client accounts concurrently.
Supervising unionized operating environments and navigating sensitive IR/ER situations.
Overseeing a vast geographical span with multiple remote warehouses and operational sites.
Maintaining 100% manpower availability while managing fluctuating seasonal demand.
Enforcing zero tolerance for safety lapses and ensuring zero workplace accidents.