Brief on the Organization :

- Our client is a well-established manufacturing organization with a strong presence across India, including multiple plants and sales offices spread PAN India. The company has built a robust reputation for operational excellence and market leadership in its domain.

- Recognized as a Great Place to Work, the organization is known for its progressive people practices, inclusive culture, and high-performance environment. It offers employees strong growth opportunities, a collaborative work culture, and a stable yet forward-looking business platform.

Candidate Background brief :

1) Full time MBA in Human Resources.

2) 6 to 12 Years work experience.

3) FMCG, Consumer Goods, Retail, Textile, Pharma, White Goods, Startup manufacturing in light goods are preferred.

Candidates working in well established companies where process are in place, they have not seen transition / integration - are not suitable for this position.

- Candidates who have seen business transition / integration / setting up HR process, policies in acquired BU / subsidiary company are suitable for this opportunity.

Role Overview :

- We are seeking a dynamic and hands-on HR Manager to lead the HR integration of a newly acquired organization into the parent company. This role will be pivotal in driving alignment of HR practices, managing change, and ensuring business continuity during the transition phase.

- The incumbent will act as a strategic HR partner while also being deeply involved in execution, navigating complex people and business challenges.

Key Responsibilities :

HR Integration & Alignment :

- Lead the end-to-end HR integration of the acquired entity into the parent organization.

- Implement and standardize HR policies, processes, and systems in line with the parent company.

- Harmonize compensation structures, benefits, performance management, and HR operations.

- Ensure compliance with statutory and organizational governance frameworks.

Change Management :

- Design and execute a structured change management strategy to support cultural and operational integration.

- Drive communication plans to ensure clarity, transparency, and employee engagement.

- Identify change risks and resistance areas; proactively develop mitigation strategies.

- Partner with leadership to embed the parent company's values, culture, and ways of working.

Business Partnering :

- Act as a trusted advisor to business leaders, providing HR insights to support decision-making.

- Understand business challenges and proactively offer HR solutions aligned with organizational goals.

- Support workforce planning, organization design, and capability building initiatives.

Employee Engagement & Culture Integration :

- Drive initiatives to integrate teams and build a cohesive organizational culture.

- Conduct regular pulse checks and engagement surveys to assess employee sentiment.

- Address employee concerns, ensuring high levels of trust and morale during transition.

Talent Management :

- Identify key talent within the acquired organization and develop retention strategies.

- Support leadership development and succession planning.

- Drive performance management processes aligned with the parent organization.

HR Operations & Problem Solving :

- Oversee day-to-day HR operations for the acquired entity.

- Resolve complex employee relations issues with sensitivity and business alignment.

- Manage ambiguity and provide structured solutions in a fast-changing environment.

Key Requirements :

- MBA/PGDM in Human Resources or related field.

- 6-10 years of progressive HR experience, with exposure to HR Business Partnering.

- Prior experience in M&A integration, change management, or transformation roles is highly preferred.

- Strong stakeholder management and influencing skills.

- Ability to balance strategic thinking with hands-on execution.

- High resilience and ability to navigate ambiguity and complex business situations.

- Excellent communication and interpersonal skills.

Success Metrics :

- Seamless integration of HR processes within defined timelines.

- Employee retention and engagement levels during transition.

- Effective adoption of parent company culture and practices.

- Strong business feedback on HR support and partnership.

- Resolution of critical people-related challenges impacting business continuity.

Why This Role is Critical :

This role sits at the intersection of people, culture, and business transformation. The HR Manager will play a key role in ensuring that the integration is not just operationally successful but also culturally cohesive, enabling long-term business success.