Sr. HR Manager - People & Culture

Accountability & performance

Build and share KRAs and KPIs function by function, starting at L1/L2, tied to real work such as T&A

(Time and Action) and order execution.

– Run the performance review cycle: what gets measured, how often, and how it feeds appraisal, promotion

and pay.

– Distinguish clearly between what an individual controls and what the process controls, and apply that

principle fairly at review time.

HR & employee lifecycle

– One employee master, and one set of policies for employee engagement, performance management and

grievance redressal, owned by this role and consistent across every office.

– Onboarding that delivers the same strong experience from day one at every location.

– A consistent exit process every time: handover, access closure, asset recovery and exit feedback.

– Partner closely with the existing HR function, compliance teams, which continue to run payroll,

compliance and industrial relations.

Engagement & recognition

– A monthly rhythm that makes good work visible and handles performance conversations privately and

constructively.

– A structured channel for employees to raise concerns, with a habit of closing the loop on each one.

– Annual engagement and development budgets owned by functional heads, with the framework, guidance

and support from you.