Location: Pune - Hinjewadi Phase III

Experience: 7 Years to 13 Years

Job Description:

Position Overview:

1. We are seeking a highly experienced and collaborative HR Manager to support our Center in India. This role with report operationally into the Hexaware leadership and partner closely with the "CLIENT" Team, to ensure alignment with the company's values, culture, and strategic objectives.

2. The HR Manager role will serve as a trusted advisor, responsible for implementing "CLIENT" aligned programs, managing end-to-end HR operations locally, and supporting our high performance and inclusive culture. This individual will play a key role in bridging local practices with global standards.

3. This individual will come with 10+ years of experience to provide Operational and Strategic HR support to our business leaders and drive initiatives that align with organizational goals.

Role Responsibilities:

HR Operations & Compliance:

1. Maintain full compliance with applicable statutory and legal requirements in India

2. Serve as key liaison for HR audits, labor law updates, and policy communication.

Employee Lifecycle Management:

1. Oversee the full employee lifecycle, including recruitment support, onboarding, HRIS data accuracy, confirmations, attendance, payroll inputs, offboarding, and exit processes.

2. Partner with "CLIENT" to ensure smooth global integration of all people related processes.

3. Manage the employee onboarding surveys, skip levels, and stay interviews.

HRIS & Data Administration:

1. Administer HRIS systems for accurate record keeping and reporting

2. Create HR dashboards and metrics aligned with global reporting requirements

3. Provide data-driven insights to support workforce planning and continuous improvement.

4. Manage employee records including but not limited to, organizational charts, and employee life cycle documentation.

Talent & Performance Management:

1. Support global and local talent initiatives, including development planning, succession efforts, and career progression initiatives/conversations

2. Drive performance enablement by implementing "CLIENT" aligned frameworks and timelines.

3. Drive performance management processes, including goal setting, feedback, and development planning, to support a high performance culture.

4. Lead the local execution of talent acquisition process in alignment with global hiring standards, partnering with "CLIENT" based HR and business leaders to ensure talent needs are met efficiently and with cultural alignment.

Talent Acquisition & Management:

1. Coordinate post offer engagement activities, including background verifications support, onboarding preparation, and Day 1 readiness

2. Own and enhance onboarding and orientation experiences that reflect Overhead Door Corporations values and global culture, ensuring seamless integration of new hires into the organization along with their capability leaders.

3. Oversee confirmation cycles, onboarding surveys, and related milestone checkins to drive engagement and retention from day one

4. Manage all aspects of the employee lifecycle including attendance management, payroll inputs, internal mobility support, and both voluntary and involuntary exits.

5. Ensure a high standard of documentation, process compliance, and timely communication across the lifecycle, serving as a key HR point of contact for employees and managers alike.

Employee Relations:

1. Act as a primary contact for employee concerns, ensuring a respectful, solutions-focused approach to issue resolutions.

Data-Driven Decision Making:

1. Use HR analytics and data to provide insights and recommendations that enhance decision-making and drive continuous improvement.

Training & Development:

1. Drive the learning agenda for "CLIENT" by identifying skill gaps, curating relevant content, and implementing development programs that align with both local needs and global business objectives.

2. Collaborate with the "CLIENT" to localize corporate learning initiatives and promote consistent access to enterprise-wide platforms, tools, and leadership development frameworks.

3. Lead the training needs analysis (TNA) process in collaboration with business leaders and ensure that learning plans are tied to competency development, succession readiness, and organizational capability.

4. Manage the end-to-end training lifecycle, including scheduling, facilitation, participant engagement, and post-training evaluation.

5. Serve as the key point of contact for onboarding training, compliance training, and annual learning initiatives such as performance enablement workshops, HR process refreshers, and manager capability sessions.

Culture & Engagement:

1. Promote a culture of inclusivity, collaboration, and accountability, ensuring that the company values and mission are embedded in everyday practices.

2. Work in close coordination with the "CLIENT" stakeholders to ensure consistency, compliance, and cultural integration across the global work force.

Position Specific:

1. Understand the broader business perspective and make data-oriented decisions accordingly in partnership with managers, leaders, finance and the HR team

2. Handle Employee Relations matters in a discrete, timely and professional manner; never compromising confidentiality

3. Be the point of contact responsible for all employee related aspects from supporting the hiring requirements, post offer connects, employee onboarding, buddy process, onboarding surveys, confirmation, attendance and payroll inputs, HR connects, stay interviews, skip levels, employee engagement, voluntary and involuntary exit process.

4. Provide support to employees in various HR related topics such as compliance, attendance, compensation etc. and resolve issues and problems.

5. Assist in development and implementation of human resource policies and identify ways to improve policies and procedures.

6. Responsible for training needs analysis, implementation and recording of training feedback, post training evaluation, analysis and track usage of online training resources.

7. Able to analyze data, metrics, prepare reports and presentations and make recommendations that help develop the team and align with organisation goals.

8. Manage and resolve complex employee relations issues, ensuring fair and consistent application of company policies and legal regulations.

9. Initiate and Lead employee engagement initiatives, surveys, feedback mechanisms, recognition programs, and employee events.

10. Foster a positive work culture by promoting diversity and inclusion, employee well-being, and work-life balance.

Minimum Qualification and Experience:

1. Full time bachelor's degree in human resources, Business Administration, or a related field (full-time graduation). Full time MBA/MSW/PGDM in Human Resources or a related specialization, from a recognized university or institution.

2. Total 7+ years of progressive experience, in a global matrix environment or multinational company, in the Core HR and Talent Management domain.

3. Proven expertise across core HR domains: creating & implementing policies & processes, employee relations, talent acquisition, performance management, compensation and benefits, learning and development and employee engagement.

4. Strong knowledge of India labor laws and comfort working across time zones and cultures, HR best practices

5. Proven ability to manage multiple priorities and work in a fast-paced, deadline- driven environment.

6. Ability to partner effectively with leaders and employees, demonstrating strong communication skills verbal and written

7. Oversee effective communication channels to ensure transparency and alignment with organizational goals.

8. Proficiency in HRIS platforms, Microsoft Excel, and PowerPoint.

9. Behavioral Competencies: Strategic thinking, empathy, problem-solving, adaptability, Collaboration and Customer centricity.

10. Need to have good experience in working with the Global team.