AGM/ DGM - Human Resources

Position Summary

AGM Human Resources will lead the organization's end-to-end HR function by driving strategic workforce planning, talent acquisition, organizational development, performance management, statutory compliance, employee engagement, and HR operations. The role requires a seasoned HR professional capable of aligning people strategies with business objectives while ensuring legal compliance and fostering a high-performance culture.

Key Responsibilities

1. Strategic HR Leadership & Governance

• Partner with business leadership to develop and execute HR strategies aligned with organizational goals. Drive organizational restructuring, change management, and HR transformation projects.
• Lead workforce planning, manpower forecasting, and succession planning initiatives.
• Lead and mentor the HR team by setting objectives and spearhead cross-functional HR initiatives.
• Develop, implement, and improve HR policies, SOPs, and processes aligned with business and statutory requirements.
• Ensure compliance with internal controls, audits, and quality standards while driving HR digitization and process automation initiatives.

2. Talent Acquisition & Workforce Planning

• Develop long-term talent acquisition strategies to meet business growth requirements.
• Lead recruitment planning, employer branding, campus hiring, lateral hiring, and executive hiring initiatives.
• Negotiate and administer recruitment vendor contracts and SLAs.

3. Performance Management

• Drive goal setting, mid-year reviews, annual appraisals, and performance calibration.
• Coach Managers on performance improvement planning and employee development.
• Design rewards, recognition, and high-performance incentive programs.
• Develop talent review and succession planning frameworks.

4. Compensation, Benefits & HR Budget

• Design and review compensation structures and employee benefits.
• Ensure internal equity and external market competitiveness.
• Prepare and monitor the annual HR budget.
• Conduct compensation benchmarking and salary reviews.

5. Learning, Development, Organizational Development & Onboarding

• Develop and implement the organization's Learning & Development (L&D) strategy.
• Design and oversee structured induction and onboarding programs across departments.
• Conduct competency mapping and identify training and development needs.
• Develop leadership, succession planning, and career development frameworks.

6. Employee Relations & Grievance Management

• Build a positive employee relations environment through proactive communication.
• Drive culture-building initiatives aligned with organizational values.
• Lead grievance handling, disciplinary actions, and conflict resolution.
• Ensure fair, transparent, and timely resolution of employee concerns.

7. Compliance & Statutory Management

• Ensure compliance with all applicable labour laws and statutory requirements.
• Ensure timely submission of statutory returns and maintenance of statutory registers.
• Coordinate statutory audits and labour inspections and liaise with government authorities when required.

8. HR Operations & Time Office Management

• Ensure smooth employee lifecycle management from onboarding to separation.
• Monitor HRMS implementation and process effectiveness.
• Drive continuous improvement in HR service delivery.

Qualification

• MBA / PGDM in Human Resource Management from a reputed institution.
• Bachelor's degree in Human Resources, Business Administration, or related discipline.

Experience

• 1218 years of progressive HR experience, with at least 5 years in a senior managerial role.
• Experience in manufacturing, engineering, defence, electronics, or industrial organizations is highly preferred.
• Proven experience leading strategic HR initiatives and managing end-to-end HR operations.
• Prefered female

If interested, please call at [phone removed]