Senior Manager - Human Resources

Roles & Responsibilities:

- Business HR Partnership: Collaborate closely with Legal and Non-Legal teams to provide HR support aligned with business needs and in compliance with company policies.

- Performance Management: Lead the annual performance appraisal process, including conducting calibration sessions and supporting goal/KPI setting in consultation with department heads.

- Employee Development: Drive a culture of continuous feedback and professional development through structured initiatives and learning opportunities.

- HR Operations: Manage end-to-end HR operations including employee lifecycle activities such as onboarding, attendance & leave management, payroll processing, offboarding, and HRIS administration.

- Payroll Coordination: Prepare and validate attendance and payroll inputs, and coordinate with finance teams to ensure timely and accurate salary disbursal.

- Exit Management: Conduct exit interviews, analyze attrition trends, and process Full and Final settlements efficiently.

- Policy Compliance & Audits: Monitor adherence to policies like Time Recording; conduct regular audits of HR records to ensure compliance.

- Employee Engagement: Oversee the design and execution of employee engagement surveys, analyze results, and drive post-survey action plans.

- HR Analytics & Reporting: Generate regular and ad-hoc reports from HRIS and other sources to support business insights and strategic planning.

- HR Program Support: Collaborate with the HR team in rolling out key annual programs such as talent reviews, performance calibration, merit planning, and development programs.

- Stakeholder Management: Address and resolve internal HR queries in a timely manner while maintaining positive relationships with internal stakeholders.

- Special Projects: Take on HR special initiatives or projects as assigned to support strategic HR goals.

Knowledge, Skills & Experience Required:

- Experience: Progressive experience in HR, with strong exposure across Onboarding, Exit Management, Performance Management, HR Analytics, HRIS, and Employee Engagement.

- At least 1015 years must be in a dynamic, fast-paced environment.

- Systems Proficiency: Hands-on experience with HRMS/HRIS systems and proficiency in Microsoft Office Suite (Word, Excel, PowerPoint).

- Legal Acumen: Solid understanding of HR compliance and labor laws.

- Behavioral Traits: High level of integrity, confidentiality, and the ability to manage sensitive information responsibly.

- Communication & Collaboration: Strong interpersonal, verbal, and written communication skills with an ability to work across functions and levels.