Senior Manager/ AGM - Human Resources

Role & responsibilities

1. HR Business Partnering

• Partner with business leaders and project heads to understand business priorities and provide strategic HR support.
• Translate business requirements into effective people strategies and HR interventions.
• Provide insights on workforce planning, employee productivity, organizational effectiveness and people-related risks.
• Drive a strong performance-driven culture and support leaders in managing people-related matters.

2. End-to-End Employee Lifecycle Management

• Manage the complete employee lifecycle, including onboarding, induction, confirmation, transfers, promotions, employee movements, separation and exit formalities.
• Ensure smooth onboarding and integration of new employees across the Corporate Office and Projects.
• Drive employee connect initiatives at key stages of the employee journey.
• Ensure timely completion of documentation, HR system updates and employee records.

3. Talent Management & Workforce Planning

• Partner with business leaders to identify manpower requirements and support workforce planning.
• Work closely with Talent Acquisition to facilitate hiring priorities and ensure timely fulfilment of positions.
• Support talent reviews, succession planning, career development and internal mobility initiatives.
• Identify critical talent and work with leaders on retention strategies and capability development.

4. Performance Management & Talent Development

• Drive the annual performance management cycle, including goal setting, mid-year reviews and year-end assessments.
• Facilitate performance discussions, goal alignment and performance improvement plans.
• Identify learning and development needs in collaboration with business leaders and the Learning & Development team.
• Support leadership development, capability building and career progression initiatives.

5. Employee Engagement & Culture

• Design and implement employee engagement, recognition, wellness and culture-building initiatives.
• Drive employee listening mechanisms, engagement surveys and action planning.
• Promote organizational values, inclusion, collaboration and employee well-being.
• Monitor employee morale and proactively address concerns impacting engagement and retention.

6. Employee Relations & Grievance Management

• Act as the first point of contact for employees and managers on HR-related matters.
• Address employee grievances, workplace concerns and conflict resolution with fairness and confidentiality.
• Coach managers on people management, performance conversations and employee-related decisions.
• Ensure adherence to organizational policies and support the resolution of sensitive employee matters.

7. HR Policies, Processes & Compliance

• Ensure consistent implementation of HR policies and processes across the Corporate Office and Projects.
• Partner with HR Operations and relevant stakeholders to ensure compliance with applicable labour laws and statutory requirements.
• Maintain accurate employee data, personnel records and HR documentation.
• Identify opportunities to simplify and standardize HR processes, leveraging HR systems and analytics.

8. HR Analytics & Reporting

• Prepare and analyze HR dashboards covering headcount, attrition, hiring, retention, employee engagement and performance.
• Monitor key people metrics and identify trends, risks and opportunities for intervention.
• Provide data-driven insights to leadership to support business and workforce decisions.
• Drive continuous improvement in HR processes through analytics and periodic reviews.

Preferred candidate profile

• MBA / Postgraduate qualification in Human Resources
• 12-14 years of relevant HR experience, preferably in HR Business Partnering or Corporate HR.
• Experience in managing the employee lifecycle for corporate functions and project-based teams.
• Strong understanding of performance management, talent management, employee engagement, employee relations and HR processes.
• Experience partnering with senior stakeholders and managing multiple business teams.

Key Competencies

• Strong business partnering and stakeholder management skills.
• Excellent communication, interpersonal and influencing abilities.
• Sound judgement, problem-solving and conflict-resolution skills.
• Strong analytical orientation and proficiency in HR reporting.
• Ability to manage multiple priorities and work in a dynamic business environment.
• High levels of integrity, confidentiality and employee centricity.