HR Manager

01   Talent Acquisition .• Own every open role in the region end to end — requisition intake, search strategy, interviews, offer negotiation and joining. You start it and you close it.
• Source directly and consistently: job-portal searches, LinkedIn, your own network, employee referrals, competitor and market mapping, walk-ins and field drives, plus consultants where they genuinely add speed.
• Screen and shortlist personally, so a hiring manager sees three strong profiles rather than thirty average ones.
• Run a clean, respectful interview process — scheduling, panel coordination, structured assessment, timely feedback — and keep every candidate informed at each stage, including the ones you do not select.
• Close the offer yourself: compensation discussion, offer roll-out, references and documentation, notice-period navigation, and staying in touch until day one so drop-outs do not surprise you.
• Build and maintain a warm pipeline for the region’s repeat roles, so critical positions never start from zero.
• Keep a live, honest hiring tracker — role-wise status, source-wise pipeline, stage-wise conversion and the real reason behind every drop-off.
• Own the numbers that follow: hiring plan achievement, turnaround time, cost per hire, offer-to-join ratio, quality of hire at six months and hiring manager satisfaction.
02   Manpower Planning & Workforce Governance• Work with regional business leaders to build annual and quarterly manpower plans that match growth, productivity and cost targets — and that you can realistically hire against.
• Track approved versus actual headcount, spot deviations early and flag risks before they become escalations.
• Publish a monthly manpower dashboard with a clear view of hiring gaps, attrition trends and workforce cost.
• Keep approvals, role clarity and manpower deployment moving without delay across the region.
03   Performance Management• Land every performance cycle on time — goal setting, mid-year review and annual appraisal.
• Track completion, calibration outcomes and performance distribution across the region.
• Coach business leaders through honest, objective performance conversations and practical development plans.
• Keep the line between performance, reward and development visible to employees, not just to HR.
04   Learning & Development• Read the region’s capability gaps from performance data, business priorities and what employees actually say.
• Drive the learning calendar on the ground — leadership programmes, functional training and on-the-job interventions.
• Track coverage, effectiveness and what changed after the training, not just attendance.
• Make sure learning shows up as better productivity, stronger bench and people who grow with us.
05   HR Operations & Statutory Compliance• Run core HR operations cleanly — onboarding, documentation, payroll inputs, employee records and exits.
• Hold 100% statutory and labour law compliance across all locations, including CLRA, Shops & Establishments, PF, ESIC, Bonus, Gratuity and Minimum Wages.
• Run periodic compliance audits and close observations within the agreed timeline.
• Work with Legal and external consultants on inspections, notices and statutory reporting.
06   Employee Relations & Employee Connect — Pan-India• Lead Employee Relations and Employee Connect across India, keeping the workplace fair, compliant and genuinely positive.
• Handle grievances, disciplinary matters, investigations and domestic enquiries with due process and discretion.
• Get ahead of problems — reduce disputes, absenteeism and the attrition we should not be losing.
• Apply HR policy, the Code of Conduct and disciplinary procedure consistently, location to location.
• Be the person regional and functional leaders call first on a sensitive people matter.
07   Insight, Reporting & Governance• Build and maintain HR dashboards and MIS covering manpower, hiring, performance, learning, employee relations and compliance.
• Track timelines, deviations, root causes and corrective actions across every HR process you own.
• Bring leadership a clear story — what the numbers mean for the business and what risk needs attention.
• Hold the standard on process discipline, documentation and consistency across the region.

Department: Talent Management
Experience: 10
Posted: 2026-09-09T08:03:15.437Z