Human Resource Manager

Role Summary

The HR Manager will own and run the core HR function of the organization, combining hands-on command of HR operations with the role of a strategic partner to the business. This role is responsible for flawless execution across payroll, the employee lifecycle, audit and compliance, data governance and policy management, while also shaping talent engagement, performance management, retention and organization effectiveness. The ideal candidate is a process-driven, data-savvy and result-oriented leader who can manage and mentor a team of 5, advise business leaders on culture and change, and bring a creative, out-of-the-box approach to people challenges in the IT services industry.

Key Responsibilities

HR Operations & Payroll Management

• Oversee end-to-end payroll management, ensuring accurate, timely processing, statutory deductions, reconciliations, and employee query resolution.
• Manage the complete employee lifecycle, from onboarding and induction through confirmation, transfers, promotions, and exit, ensuring a seamless and consistent employee experience.
• Own exit management, including resignation handling, exit interviews, full and final settlement, and analysis of attrition reasons to feed back into retention strategy.
• Ensure the accuracy, integrity, and timely updating of employee records, HRMS data, and all HR documentation.

Audit, Compliance & Data Governance

• Ensure adherence to all applicable labour laws and statutory requirements (PF, ESI, Gratuity, Professional Tax, Shops & Establishments, POSH, etc.), maintaining timely filings and audit readiness.
• Lead internal and external HR audits, client and customer audits, and closure of audit observations with corrective and preventive actions.
• Establish and enforce data governance practices for employee data, covering confidentiality, access control, accuracy, retention, and data privacy compliance.

Policy Creation & Process Governance

• Create, review, and periodically update HR policies, SOPs, and guidelines aligned to business needs, industry practice, and regulatory requirements.
• Institutionalize a process-driven approach across all HR operations, ensuring consistency, documentation, controls, and continuous improvement.
• Drive policy communication and awareness across the organization and ensure fair, consistent policy application.

Strategic HR Partnership & Organization Effectiveness

• Act as a trusted advisor to business and delivery leaders on people matters, organization culture, and organization effectiveness, aligning HR priorities with business objectives.
• Support and drive business objectives through workforce planning, capability building, and people-related interventions.
• Lead change management initiatives, managing communication, stakeholder alignment, and employee adoption during organizational change.
• Contribute to organization design, role clarity, and structure reviews to improve productivity and effectiveness.

Talent Engagement, Performance & Retention

• Design and run employee engagement programs, surveys, and recognition initiatives, and drive action plans based on feedback and insights.
• Own the performance management cycle, including goal setting, reviews, calibration, and feedback, and coach managers on effective performance conversations.
• Define and implement retention strategies for critical talent, using attrition analysis, stay interviews, and career-growth and rewards interventions.

HR Analytics & Reporting

• Analyze HR data and metrics (attrition, headcount, engagement, performance distribution, cost, and compliance status) to generate actionable insights and support decision-making.
• Prepare and present periodic HR dashboards and reports to the Head of HR and senior leadership, highlighting trends, risks, and recommendations.

Team Management

• Lead, mentor, and manage a team of 5, setting clear goals, allocating work, and driving accountability and quality of delivery.
• Drive team performance through regular reviews, coaching, and skill-building, and foster a collaborative, high-accountability team culture.
• Provide guidance on complex or escalated employee relations and HR operational situations.

Desired Candidate Profile

• 1214 years of progressive experience in HR, with significant experience in the IT services industry.
• Hands-on expertise in HR operations, including payroll management, the full employee lifecycle (onboarding to exit), audit and compliance, data governance, and policy creation.
• Proven ability to act as a strategic HR partner, with experience in talent engagement, performance management, retention strategy, change management, and organization effectiveness.
• Strong skills in data analysis and HR analytics, comfortable using data and dashboards to drive decisions.
• Demonstrated experience managing and leading a team (5 members), with a track record of driving results through the team.
• Strong process orientation with a structured, disciplined approach to HR operations and governance.
• Result-oriented mindset with a strong sense of ownership and accountability for outcomes.
• Highly professional, self-driven, and able to work independently with minimal supervision.
• Ability to perform effectively under pressure and manage multiple, time-bound priorities.
• Creative, out-of-the-box thinker who can devise innovative solutions to people and organizational challenges.
• Strong stakeholder management, advisory, and communication skills, with the ability to influence at all levels, including senior leadership.
• MBA (HR) or equivalent postgraduate qualification is required.