About Godrej Industries Group (GIG):

At the Godrej Industries Group, we are privileged to serve over 1.1 billion consumers globally through our businesses with market leadership positions in the consumer products, real estate, agriculture, financial services and chemicals industries.

www.godrejindustries.com

About Godrej Properties Limited (GPL):

Godrej Properties brings the Godrej Group philosophy of innovation, sustainability, and excellence to the real estate industry. Each Godrej Properties development combines the over 125-year legacy of excellence and trust with a commitment to cutting-edge design, technology, and sustainability.

www.godrejproperties.com

Position Overview:

The Deputy General Manager - HR will be a strategic HR partner to the West-East Zone, responsible for translating business priorities into a focused people strategy and driving execution across the employee lifecycle.

The role will partner closely with the Zonal Business Leadership Team to support business growth, organization effectiveness, workforce productivity, employee engagement, talent management, leadership capability, performance management and employee experience.

The role requires a strong combination of strategic HRBP experience, HR Operations knowledge, people analytics and employee engagement capability, with the ability to operate at both strategic and operational levels.

Key Responsibilities:

Strategic HR Business Partnering:

- Act as a strategic HR partner to the West-East Zone leadership team and business leaders.

- Translate business strategy and business priorities into a clear and measurable HR agenda.

- Understand business performance, growth plans, productivity challenges, manpower requirements and organizational priorities.

- Drive organization effectiveness through appropriate organization structures, role clarity, spans and layers and workforce planning.

- Provide data-led people insights and recommendations to business leaders.

- Partner with leadership on organization restructuring, succession, talent movement and critical people decisions.

- Build a high-performance culture and strengthen leadership effectiveness.

People Analytics & HR Dashboards:

- Demonstrate strong analytical and problem-solving skills.

- Develop and use HR dashboards to identify people trends, risks and opportunities.

- Analyze key metrics including headcount, attrition, diversity, engagement, performance, talent movement, absenteeism and manpower cost.

- Convert HR data into actionable business insights.

- Establish early-warning indicators for critical people risks.

- Track HR interventions through measurable business and people outcomes.

Employee Engagement & Culture:

- Own and drive the employee engagement agenda for the Zone.

- Should have hands-on experience with Gallup Q12 / employee engagement surveys.

- Analyse engagement survey results and identify key drivers of engagement and disengagement.

- Develop and implement focused action plans with business leaders.

- Track effectiveness of engagement interventions through measurable outcomes.

- Drive initiatives around employee experience, recognition, communication, leadership connect and organisational culture.

- Build manager capability to improve employee engagement at the team level.

Talent Management & Succession:

- Drive talent management processes including Talent Reviews, Succession Planning, Talent War Rooms, Individual Development Plans, Critical Talent identification and Hi-potential development.

- Identify critical roles and future capability requirements.

- Partner with business leaders to build leadership and talent pipelines.

- Drive retention strategies for critical and high-performing talent.

- Identify capability gaps and partner with L&D to address them.

Performance Management:

- Drive goal setting, mid-year reviews and annual performance management processes.

- Ensure alignment between business objectives and individual goals.

- Support leaders in effective performance conversations.

- Drive differentiated performance management.

- Handle complex performance cases and guide managers on appropriate interventions.

- Drive PIP and performance improvement processes wherever required.

Employee Relations & Escalation Management:

- Act as an escalation point for complex employee concerns and grievances.

- Independently handle sensitive employee escalations with maturity, confidentiality and sound judgement.

- Partner with business leaders to resolve employee concerns while balancing employee experience and business requirements.

- Support disciplinary, behavioural and performance-related cases.

- Ensure appropriate documentation and adherence to HR policies and processes.

HR Operations & Payroll:

- Have strong working knowledge of HR Operations and the complete employee lifecycle.

- Ensure smooth execution of onboarding, transfers, promotions, confirmations, employee movements, exits and employee data management.

- Have hands-on understanding of payroll processing, including salary inputs, attendance, deductions, statutory requirements and payroll controls.

- Partner with HR Operations to ensure timely and accurate payroll processing.

- Resolve payroll-related employee concerns and escalations.

- Identify opportunities for HR process simplification, standardisation and automation.

- Ensure HR processes remain employee-friendly, compliant and efficient.

Workforce Planning & Productivity:

- Partner with business leaders on current and future workforce requirements.

- Analyse manpower productivity and workforce cost.

- Ensure manpower growth is aligned with business growth.

- Identify opportunities for improving organisational productivity and efficiency.

- Support restructuring and workforce optimisation initiatives.

- Drive workforce planning based on business priorities rather than historical manpower requirements.

Organisation Effectiveness:

- Support organisation design and restructuring initiatives.

- Review role clarity, spans and layers and reporting structures.

- Identify opportunities to simplify organisational structures and improve decision-making.

- Partner with leadership on productivity and efficiency initiatives.

- Support change management during organisation transformation.

Diversity, Equity & Inclusion:

- Drive the Zone's diversity and inclusion agenda in partnership with business leaders and Corporate HR.

- Identify function-wise diversity gaps and develop targeted interventions.

- Monitor diversity representation, retention and progression.

- Build an inclusive employee experience.

- Support leadership accountability for diversity outcomes.

HR Governance & Compliance:

- Ensure effective implementation of HR policies and processes across the Zone.

- Drive compliance with statutory and organisational requirements.

- Ensure HR documentation and employee records are audit-ready.

- Partner with HR Operations and Corporate HR to strengthen HR governance.

- Ensure timely closure of HR audit observations and process gaps.

Who are we looking for?:

Experience:

- 8 - 10 years of overall HR experience.

- Strong experience in HR Business Partnering in a business-facing role.

- Minimum 2 - 3 years of experience in HR Operations / HR COE.

- Strong understanding and exposure to payroll processing and employee lifecycle management.

- Proven experience in employee engagement and Gallup / engagement survey action planning.

- Strong experience in handling employee escalations and complex employee relations matters.

- Experience in a large, complex or high-growth organisation will be preferred.

- Experience in real estate, construction, infrastructure or other business-driven environments would be an advantage.

Education:

- MBA / PGDM in Human Resources or equivalent qualification from a reputed institution.

- Additional certification in HR Analytics, Employee Engagement, Talent Management or Organisation Development will be an advantage.

Preferred Skills:

- Strong analytical skills

- Strategic thinking and business acumen

- Strong judgement and confidentiality

- High ownership and execution orientation

- Stakeholder management and influencing

What's in it for you?:

Be an equal parent:

- Maternity support, including paid leave ahead of statutory guidelines, and flexible work options on return

- Paternity support, including paid leave

- New mothers can bring a caregiver and children under a year old, on work travel

- Adoption support; gender neutral and based on the primary caregiver, with paid leave options

No place for discrimination at Godrej:

- Gender-neutral anti-harassment policy

- Same sex partner benefits at par with married spouses

- Gender transition support

We are selfish about your wellness:

- Comprehensive health insurance plans, as well as accident coverage for you and your family, with top-up options

- Trust based sick leave

- Mental wellness and self-care programmes, resources and counselling

Celebrating wins, the Godrej Way:

- Structured recognition platforms for individual, team and business-level achievements

- Performance-based earning opportunities

- https://www.godrejcareers.com/benefits/

An inclusive Godrej:

Before you go, there is something important we want to highlight. There is no place for discrimination at Godrej. Diversity is the philosophy of who we are as a company. And has been for over a century. It's not just in our DNA and nice to do. Being more diverse - especially having our team members reflect the diversity of our businesses and communities - helps us innovate better and grow faster. We hope this resonates with you.

We take pride in being an equal opportunities employer. We recognise merit and encourage diversity. We do not tolerate any form of discrimination on the basis of nationality, race, colour, religion, caste, gender identity or expression, sexual orientation, disability, age, or marital status and ensure equal opportunities for all our team members.

If this sounds like a role for you, apply now! We look forward to meeting you.