HR Manager

Role & responsibilities

1. Performance Management & Execution Discipline

• Design and institutionalize a simple, field-friendly PMS (OKRs/KPIs/BSC)
• Ensure timely goal setting, quarterly reviews, and calibration
• Build strong review cadence across functions with high-quality discussions

2. Attrition Reduction & Retention

• Analyse attrition trends and identify high-risk roles/regions
• Drive targeted retention strategies, especially for frontline staff
• Institutionalize stay interviews and early warning systems

3. Leadership Development (N-1 & Frontline)

• Build leadership capability frameworks and development journeys
• Coach managers on feedback, performance, and team engagement
• Strengthen manager accountability for team outcomes (retention, performance)

4. Succession Planning & Business Continuity

• Identify critical roles and assess bench strength, Build succession pipelines integrated with IDPs

5. Learning & Capability Building

• Design need-based, field-relevant training programs based on gaps and role requirements

6. Employee Engagement & Culture

• Drive continuous feedback systems (surveys, field visits, pulse checks)
• Translate insights into actionable interventions and track outcomes

7. Career Pathways & Internal Mobility

• Create structured growth paths for frontline staff
• Enable and track internal movement across roles and geographies

8. Rewards & Recognition

• Build transparent, inclusive R&R systems with strong visibility and recognition of field contributions

9. HR Analytics & Continuous Improvement

• Track and analyse key people metrics
• Use data + field insights to drive real-time interventions

Preferred candidate profile

1) 8-12 years of HR experience, with demonstrated ownership of organization-wide people outcomes such as performance management, retention, leadership development, or culture building.

2) Demonstrated ability to translate data and insights into actionable interventions, combining analytics with field understanding.

3) Ability to influence and challenge senior stakeholders, while also working closely with frontline teams, high ownership and outcome orientation.

Strong communication, facilitation, and problem-solving skills; comfort with HR systems/tools and dashboards preferred.