About the Role:

The General Manager - HR will lead and own the complete HR Business Partnering (HRBP) function for the organization, acting as a strategic partner to business leadership. The role is responsible for driving HR policy governance, labour law compliance, manpower planning, and employee engagement across all locations/functions, while leading a team of HRBPs to deliver consistent, high-quality HR support to the business.

Key Responsibilities:

HR Business Partnering & Stakeholder Management:

- Act as the strategic HR Business Partner to business unit heads and senior leadership, translating business priorities into HR interventions.

- Lead and mentor a team of HRBPs / regional HR managers to ensure consistent, high-quality HR service delivery across locations.

- Serve as the key HR interface between corporate leadership, plant/unit/branch heads, and functional stakeholders.

- Drive the annual HR calendar - manpower planning, performance management, engagement, and compliance - in partnership with business leaders.

- Provide data-backed HR insights (attrition, headcount, cost-to-company trends) to support business decision-making.

Policies, Labour Compliance & Industrial Relations:

- Design, review, and administer HR policies and SOPs in line with business needs, statutory requirements, and best practice.

- Ensure full compliance with applicable labour laws - Factories Act, Shops & Establishment Act, Contract Labour (Regulation & Abolition) Act, PF, ESI, Gratuity, POSH, and other central/state statutes as applicable to the industry and locations of operation.

- Own statutory audits, inspections, and liaison with labour departments, government authorities, and external consultants/legal counsel.

- Manage contract labour compliance and vendor governance for outsourced/contractual workforce, where applicable.

- Drive POSH governance, grievance redressal mechanisms, and disciplinary processes with due process and documentation.

- Mitigate HR-related legal and compliance risk; keep policies updated in line with changes in labour codes/regulations.

Manpower Planning & Workforce Management:

- Partner with business leaders on annual manpower budgeting, headcount planning, and workforce optimization across functions/locations.

- Drive manpower demand forecasting aligned with business growth plans, seasonality, and operational requirements.

- Lead recruitment planning and oversight for the HRBP function, ensuring timely fulfilment of critical and bulk hiring needs.

- Track and control manpower cost, span of control, and productivity/utilization metrics across sites/functions.

- Own workforce restructuring, redeployment, and rightsizing initiatives as required by business needs.

Employee Engagement & Culture:

- Design and drive the employee engagement calendar - surveys, action planning, recognition programs, and culture-building initiatives.

- Own employee connect mechanisms (skip-levels, town halls, grievance forums) to strengthen trust and two-way communication.

- Drive initiatives to improve retention, employee experience, and workplace culture, particularly for frontline/shop-floor or field employee populations.

- Champion diversity, equity, and inclusion initiatives across the employee lifecycle.

- Track engagement and attrition metrics; design and implement targeted retention strategies.

Performance Management, Talent & Rewards:

- Drive the performance management cycle - goal-setting, mid-year reviews, appraisals, and calibration - in partnership with business leaders.

- Support talent review and succession planning for critical and leadership roles within the HRBP-supported functions.

- Partner with C&B/Rewards teams on compensation benchmarking, increments, and incentive design for the business.

- Drive capability-building and structured learning interventions in coordination with the L&D function.

Qualification:

- MBA / PGDM in HR (2-year full-time program) from a reputed institute.

Experience:

- 16-20 years of progressive HR experience, with a significant part of the career in HR Business Partnering roles.

Industry Background:

- Preferably from a Manufacturing, E-commerce, Logistics, or Hospitality organization.

Job Location:

- Delhi, Gurgaon/Gurugram

Key Competencies Required:

- Strategic & Business Orientation: Ability to align HR strategy with business goals and operate as a credible partner to senior leadership.

- Labour Law & Compliance Expertise: Strong working knowledge of Indian labour legislation, statutory compliance, and industrial relations practice.

- Stakeholder Management: Ability to influence and manage senior business stakeholders, cross-functional teams, and external authorities.

- People Leadership: Proven ability to build, lead, and mentor an HRBP team across multiple locations/functions.

- Analytical & Data-Driven Decision-Making: Comfort with HR metrics, workforce data, and using analytics to drive planning and decisions.

- Change Management: Ability to drive organizational change, restructuring, and culture-building initiatives with minimal disruption.

- Communication & Influencing Skills: Strong verbal and written communication; able to influence at all levels of the organization.

- Problem-Solving & Decision-Making: Sound judgment in handling complex employee relations, compliance, and operational HR issues.

- Execution Excellence: Strong bias for action and ownership in a fast-paced, multi-location operating environment.

- Integrity & Confidentiality: High ethical standards in handling sensitive employee, compliance, and business information.