Human Resource Manager

Key Responsibilities

1. Customer Experience & Stakeholder Management

• Act as HR Business Partner to operations and clients, ensuring high customer satisfaction.
• Drive client engagement cadence and resolve HR issues within defined TAT.
• Implement and monitor Rewards & Recognition programs, ensuring participation, budget adherence, and measurable impact on attrition.
• Track Voice of Customer (VOC) and Voice of Employee (VOE) and drive action plans.

2. Process Excellence & HR Operations

• Ensure 100% onboarding hygiene and new site readiness, including:
• Pre & post go-live HR preparedness
• Timely payroll and first salary support
• HR helpdesk and documentation compliance
• Drive ELI hiring, job fairs, and workforce availability initiatives.
• Strengthen operational processes such as:
• E-attendance and payroll accuracy
• Full & Final settlement (FNF)
• Employee lifecycle transactions (transfers, disciplinary actions)
• Ensure digital adoption and process adherence.

3. Compliance & Risk Management (Critical Focus Area)

• Ensure 100% statutory compliance, including labour laws, wage code implementation, and contractor compliance.
• Lead incident management framework, ensuring:
• Timely closure within SLA
• Root cause analysis and CAPA implementation
• Regular client communication
• Handle sensitive cases including:
• POSH complaints
• Industrial relations (IR), unions, and legal cases
• Critical incidents (fraud, accidents, misconduct) within defined timelines
• Monitor audit scores and risk exposure.

4. Talent Acquisition & Workforce Management

• Plan and execute regional hiring strategies, including bulk hiring and niche hiring.
• Drive job fairs, campus engagement, and alternate talent pipelines
• Manage attrition and retention programs, especially frontline workforce (ELI segment).
• Ensure workforce readiness for new site transitions and expansion projects.

5. Learning, Development & Performance Culture

• Ensure robust induction programs and buddy systems for all new hires.
• Drive 30-60-90 day engagement and onboarding effectiveness tracking.
• Promote continuous learning culture (minimum learning hours per employee).
• Support business leaders in building high-performance teams.

6. Diversity, Inclusion & ESG Initiatives

• Drive D&I agenda, including hiring Persons with Disabilities (PWD) and inclusive practices.
• Implement employee welfare, safety, and ESG initiatives.

7. Special Projects & Strategic Initiatives

• Participate in HR transformation and digital initiatives (e.g., MYDTSS implementation).
• Lead cross-functional projects to improve efficiency, compliance, and experience.
• Support leadership with data-driven HR insights and dashboards.Role & responsibilities