Mid Specialist - Human Resources

About the Department

Invest India is the National Investment Promotion and Facilitation Agency under the Department for Promotion of Industry and Internal Trade (DPIIT), Ministry of Commerce and Industry, Government of India. It hosts teams working with various government initiatives such as Make in India, Startup India and PMG

Key Responsibilities

1. Onboarding & Offboarding

Own the end-to-end employee lifecycle transitions to ensure every joiner and leaver experiences a well-structured, compliant, and professional process.

• Design and continuously improve the onboarding journey - pre-boarding communication, documentation, induction, and role/team integration
• Own the offboarding process end-to-end - resignation/separation formalities, clearance coordination, full and final settlement, and knowledge transfer
• Conduct structured exit interviews; analyse findings to identify attrition drivers and feed insights back into retention strategy
• Track onboarding and offboarding TAT, new-hire satisfaction, and early attrition metrics; report trends to leadership
• Maintain accurate, audit-ready employee records and documentation throughout the lifecycle

2. Performance Management System (PMS)

Own the design, governance, and execution of the organization's performance management framework.

• Design and administer the annual/bi-annual performance review cycle - goal-setting, mid-year check-ins, final appraisals, and calibration
• Partner with functional and business leaders to ensure fair, consistent, and timely rating calibration across teams
• Build manager and employee capability on goal-setting, feedback, and performance conversations through training and toolkits
• Administer performance improvement plans (PIPs) in partnership with business leaders and ensure documentation and due process are followed
• Link performance outcomes to rewards, promotions, and development planning in coordination with relevant stakeholders
• Continuously evaluate and refine the PMS framework based on organizational maturity, feedback, and best practice benchmarking

3. Grievance Management & Employee Relations

Serve as a trusted, neutral point of contact to ensure a fair and psychologically safe workplace.

• Own the grievance redressal mechanism end-to-end - intake, investigation, resolution, and closure — with strict confidentiality
• Ensure full compliance with the POSH Act and other applicable labor and workplace regulations, including committee coordination and reporting
• Advise managers and employees on policy interpretation, conflict resolution, and disciplinary processes
• Maintain grievance and case-management logs; analyze recurring themes and recommend systemic/policy-level fixes
• Escalate high-risk or sensitive matters to leadership and legal counsel as appropriate, with sound judgment and discretion

4. HR Automation

Drive the digitization and automation agenda to make HR processes efficient, consistent, and scalable.

• Identify manual, high-effort HR processes (onboarding, PMS, grievance tracking, documentation, letters) and lead automation
• Partner with HRMS vendors on system implementation, configuration, enhancement, and issue resolution
• Drive employee and manager adoption of self-service HR tools and workflows
• Own data hygiene, access controls, and process governance across HR systems
• Stay current on HR-tech trends and evaluate new tools/platforms that could improve HR service delivery

5. HR Analytics & Dashboards

Turn HR data into a decision-making asset for leadership.

• Build and maintain live dashboards covering headcount but not limited to attrition, engagement, PMS completion, L&D participation, and grievance trends
• Deliver monthly/quarterly HR MIS and insight decks to leadership, highlighting risks and opportunities
• Standardize HR metrics definitions and reporting cadence across the function for consistency and accuracy
• Conduct ad-hoc, leadership-requested analyses (e.g., attrition deep-dives, cost-to-serve, span-of-control reviews)
• Ensure data governance, accuracy, and confidentiality of all HR reporting outputs

6. Other HR Operations

Support the broader people agenda beyond the core pillars above.

• Draft, review, and update HR policies and the employee handbook in line with evolving organizational needs and regulations
• Design and drive employee engagement, wellness, and culture-building initiatives
• Partner with Finance, IT, Admin, and Legal on cross-functional people matters

Qualifications

• MBA/PGDM in Human Resources or a related discipline from a recognized institute
• 10–13 years of progressive HR experience, with demonstrable ownership of PMS, L&D, and core HR operations in a mid-to-large organization
• Proven experience implementing or scaling HRMS/HR automation and building HR analytics/dashboards
• Strong working knowledge of labor laws, POSH compliance, and grievance redressal frameworks
• Experience managing end-to-end onboarding and offboarding at scale

• Functional Skills
• HR analytics and BI tools (Excel, Power BI, or equivalent)
• HRMS/HRIS configuration and process automation
• Employee Lifecycle Management
• Performance management design and calibration facilitation
• Policy drafting and statutory/compliance management

• Behavioral Competencies
• Strong stakeholder management and executive communication
• Sound judgment, discretion, and integrity in handling sensitive matters
• Structured, data-driven problem-solving
• Ownership mindset with the ability to balance strategic thinking and hands-on execution
• Ability to lead and develop team members