Senior HR Manager

Position Summary

The Senior HR Manager is responsible for leading and managing all Human Resource functions across the IAS-EAS Group, including Talent Acquisition, Workforce Planning, Employee Relations, Performance Management, Training & Development, Compensation & Benefits, HR Compliance, Organizational Development, and Employee Engagement.

The role requires a strategic HR leader capable of supporting the organization's growth plans while ensuring the availability of competent manpower, maintaining regulatory compliance, developing employee capabilities, and fostering a high-performance culture.

Key Responsibilities1. Human Resource Strategy & Planning

• Develop and implement HR strategies aligned with organizational goals and business growth plans.
• Establish annual manpower budgets and workforce plans.
• Advise management on organizational structure, succession planning, and talent management.
• Develop HR policies, procedures, and systems to improve operational efficiency.
• Drive organizational culture, employee engagement, and retention initiatives.

2. Talent Acquisition & Recruitment

• Lead end-to-end recruitment activities for all group companies.
• Develop recruitment strategies to attract high-quality talent.
• Recruit and maintain talent pipelines for:
• ISO Auditors and Lead Auditors
• Technical Trainers and Subject Matter Experts
• Certification Coordinators
• Sales and Business Development Personnel
• SEO and Digital Marketing Professionals
• ERP and IT Personnel
• HR, Finance, and Administration Staff
• International Business Development Personnel
• Conduct competency-based interviews and assessments.
• Manage recruitment consultants, job portals, and recruitment campaigns.
• Monitor recruitment metrics including:
• Time-to-hire
• Cost-per-hire
• Joining ratio
• Offer acceptance ratio
• Recruitment effectiveness

3. Employee Onboarding & Induction

• Design and implement structured onboarding programs.
• Ensure timely completion of joining formalities and documentation.
• Coordinate induction programs for new employees.
• Monitor probation performance and confirmation processes.
• Ensure smooth integration of new employees into the organization.

4. Performance Management System

• Develop and maintain KPI, KRA, and JD frameworks.
• Coordinate monthly and annual performance reviews.
• Monitor employee productivity and goal achievement.
• Guide department heads on performance evaluation processes.
• Recommend promotions, transfers, and performance improvement plans.
• Implement performance-linked reward and recognition systems.

5. Learning, Development & Competency Management

• Identify organizational training needs.
• Develop annual training calendars.
• Coordinate internal and external training programs.
• Monitor employee competency development.
• Maintain training records and effectiveness evaluations.
• Develop leadership and succession development programs.
• Support technical departments in competency mapping and skill enhancement.

6. Employee Relations & Engagement

• Promote a positive and productive workplace culture.
• Address employee concerns, grievances, and disciplinary matters.
• Conduct employee satisfaction and engagement initiatives.
• Organize employee welfare, recognition, and team-building programs.
• Facilitate communication between management and employees.
• Improve employee retention and workplace morale.

7. Compensation & Benefits Administration

• Develop salary structures and compensation policies.
• Conduct salary benchmarking and market analysis.
• Manage annual appraisal and salary revision processes.
• Administer incentive plans and performance-based rewards.
• Ensure accurate payroll coordination with Finance and Accounts.
• Monitor employee benefits and welfare programs.

8. HR Operations & Administration

• Maintain employee records and HR documentation.
• Ensure effective utilization of HRMS and ERP systems.
• Monitor attendance, leave management, and employee records.
• Standardize HR processes and documentation.
• Maintain confidentiality of personnel information.
• Ensure proper document control and record retention.

9. Compliance & Statutory Requirements

• Ensure compliance with all applicable labour laws and regulations.
• Coordinate statutory filings and inspections.
• Maintain records related to:
• Shops & Establishment Act
• EPF
• ESI
• Professional Tax
• Gratuity
• Bonus
• Labour Welfare Requirements
• Ensure legal compliance in employment contracts and HR practices.
• Manage disciplinary and legal employment matters when required.

10. Organizational Development & Change Management

• Support business transformation and organizational development initiatives.
• Develop succession planning frameworks.
• Assist management in restructuring and growth initiatives.
• Implement employee retention and leadership development programs.
• Drive continuous improvement in HR systems and processes.

11. HR Analytics & Reporting

• Prepare monthly HR reports for management review.
• Monitor:
• Headcount
• Attrition
• Recruitment status
• Employee productivity
• Training effectiveness
• Retention statistics
• Compensation trends
• Present HR performance reports to senior management.

Key Performance Indicators (KPIs)Talent Acquisition

• Vacancy closure rate
• Time-to-hire
• Joining ratio
• Recruitment cost efficiency

Employee Development

• Training completion rate
• Competency improvement levels
• Internal promotion ratio

Employee Relations

• Employee retention rate
• Employee satisfaction scores
• Grievance resolution effectiveness

HR Operations

• HR compliance status
• Documentation accuracy
• Audit findings and closure rate

Strategic Contribution

• Workforce planning effectiveness
• Organizational productivity improvements
• HR process improvement initiatives

Qualification

• MBA (HR), MSW, MHRM, or equivalent postgraduate qualification.
• Additional certifications in HR, Labour Law, Performance Management, or Organizational Development preferred.

Experience

• 8–15 years of progressive HR experience.
• Minimum 5 years in a managerial HR leadership role.
• Experience in service industries, consulting, certification, training, education, professional services, or technical organizations preferred.
• Experience managing multi-location recruitment and HR operations.

Skills & Competencies

• Strategic HR Management
• Talent Acquisition & Workforce Planning
• Labour Law Compliance
• Compensation & Benefits Management
• Employee Relations
• Performance Management Systems
• Training & Competency Development
• Leadership & Team Management
• HR Analytics & Reporting
• Communication & Negotiation Skills
• Organizational Development
• Change Management

Authority

The Senior HR Manager is authorized to:

• Approve recruitment actions within approved manpower plans.
• Recommend salary revisions, promotions, and employee development plans.
• Implement HR policies and procedures.
• Coordinate disciplinary actions in consultation with management.
• Lead HR initiatives across all IAS-EAS Group companies.

CompensationSalary and incentives shall be commensurate with experience, competency, recruitment success, employee retention performance, and overall contribution to organizational growth.

Pay: ₹500,000.00 - ₹600,000.00 per year

Work Location: In person