Deputy General Manager Human Resource

Job Summary

We are looking for an experienced and strategic Deputy General Manager Human Resources (DGM HR) to manage and strengthen the HR function at VGN Projects Estates Pvt. Ltd. The role will be responsible for aligning HR strategies with business objectives and managing end-to-end HR operations across the corporate office and real estate development and construction project sites.

The candidate will oversee manpower planning, talent acquisition, employee engagement, performance management, compensation and benefits, employee relations, statutory compliance, HR policies, HRMS/SAP HCM, learning and development, succession planning, and organizational development. The role requires strong leadership, stakeholder management, and the ability to ensure effective workforce management across multiple locations.

Key Roles and Responsibilities

1. HR Strategy and Operations

• Implement HR strategies and policies aligned with organizational goals.
• Manage end-to-end Hire-to-Retire HR operations across corporate and project locations.
• Partner with senior management and department heads to identify workforce needs and HR priorities.
• Standardize HR processes and improve operational efficiency.

2. Manpower Planning and Talent Acquisition

• Prepare manpower plans and budgets based on business growth and project requirements.
• Lead recruitment for managerial, technical, engineering, commercial, sales, and site-level positions.
• Ensure timely hiring of project managers, civil engineers, MEP personnel, procurement professionals, sales teams, and support staff.
• Coordinate with recruitment consultants, job portals, and manpower agencies to meet hiring targets.
• Monitor recruitment costs, hiring timelines, and candidate quality.

3. Performance Management and Talent Development

• Implement performance appraisal systems, KRAs, KPIs, and performance-linked incentive plans.
• Monitor employee performance and support managers in addressing performance gaps.
• Identify training needs and coordinate learning and development initiatives.
• Support succession planning, career development, and employee retention strategies.

4. Compensation, Benefits and Payroll

• Oversee salary structures, compensation reviews, employee benefits, and incentive schemes.
• Ensure timely and accurate payroll processing, attendance management, and leave administration.
• Monitor manpower costs and ensure adherence to approved budgets.
• Review compensation benchmarks and recommend improvements to support employee retention.

5. Employee Relations and Engagement

• Develop initiatives to improve employee engagement, motivation, and retention.
• Handle employee grievances, disciplinary matters, conflict resolution, and workplace issues.
• Maintain effective employee relations across corporate offices and construction project sites.
• Coordinate with project heads and manpower contractors on workforce-related matters.

6. Statutory Compliance and Labour Laws

• Ensure compliance with applicable labour laws and statutory employment requirements.
• Monitor PF, ESI, gratuity, bonus, wages, professional tax, contract labour, and other applicable statutory obligations.
• Ensure appropriate contractor and outsourced workforce compliance at project sites.
• Conduct HR audits and maintain statutory records and documentation.
• Coordinate with legal advisors and external consultants on labour-related matters.

7. HRMS and Process Improvement

• Manage HRMS/SAP HCM or other HR technology systems, as applicable.
• Improve HR processes covering onboarding, confirmation, transfers, promotions, employee records, and separation.
• Prepare HR MIS reports and dashboards covering headcount, attrition, recruitment, attendance, and manpower costs.
• Drive process automation and standardization across locations.

8. Learning and Organizational Development

• Identify skill gaps and implement training programs for corporate and project-site employees.
• Coordinate leadership development, technical training, and employee capability-building initiatives.
• Support organizational restructuring, change management, and workforce productivity initiatives.
• Promote a culture of accountability, continuous improvement, and professional development.

9. Project-Site HR Management

• Coordinate with project managers and site heads to ensure adequate workforce availability and deployment.
• Monitor site manpower requirements, attendance, employee welfare, and contractor coordination.
• Ensure consistent implementation of HR policies across project sites.
• Address workforce-related issues and support compliance with applicable employment requirements.

10. HR Budgeting and Reporting

• Assist in preparing and monitoring the annual HR budget and manpower cost estimates.
• Track HR KPIs and provide periodic reports to senior management.
• Recommend cost-control measures and improvements in HR service delivery.
• Monitor recruitment efficiency, employee turnover, training effectiveness, and workforce productivity.

Educational Qualification

• MBA / PGDM in Human Resource Management or a related discipline.
• Bachelor's degree in a relevant discipline.
• Additional certifications in labour laws, HR analytics, or HR technology will be an advantage.

Required Experience

• 12–18 years of overall HR experience, preferably with relevant experience in a managerial or senior HR leadership role.
• Experience in the real estate, construction, infrastructure, or property development industry.
• Proven experience managing HR operations across corporate offices and project sites.
• Strong knowledge of recruitment, manpower planning, employee relations, statutory compliance, and performance management.
• Experience with HRMS/SAP HCM and HR reporting systems is preferred.

Key Skills

• Strategic HR Management
• Manpower Planning and Budgeting
• Talent Acquisition and Recruitment
• Real Estate / Construction HR Operations
• Labour Law and Statutory Compliance
• Employee Relations and Engagement
• Compensation and Benefits
• Performance Management
• HRMS / SAP HCM
• Training and Development
• HR MIS and Analytics
• Stakeholder Management
• Leadership and Communication

Key Performance Indicators (KPIs)

• Timely fulfilment of manpower requirements.
• Improvement in employee retention and reduction in attrition.
• Compliance with applicable statutory and labour requirements.
• Effective management of manpower costs and recruitment expenses.
• Timely completion of performance appraisals.
• Improvement in employee engagement and workforce productivity.
• Consistent implementation of HR policies across corporate and project locations