General Manager Human Resource

Key Responsibilities

• HR Strategy & Leadership
• Develop and implement HR strategies aligned with organizational objectives and business plans.
• Lead the HR function across corporate and operational locations.
• Establish HR frameworks, policies, processes, and governance mechanisms.
• Partner with senior management on workforce planning and organizational development.
• Provide strategic HR advice to business leaders and management.

2.

Workforce

Planning & Organization Structure

• Develop annual manpower plans in coordination with business heads.
• Analyse workforce requirements based on business growth, operational requirements, and productivity.
• Support organization structure development, role clarity, and manpower optimization.
• Monitor headcount, manpower costs, vacancies, and workforce productivity.

3.

Talent

Acquisition & Workforce Development

• Lead the overall talent acquisition strategy for corporate and operational positions.
• Ensure timely hiring of critical and business-essential positions.
• Establish recruitment standards, interview processes, and selection frameworks.
• Build talent pipelines for critical positions.
• Develop succession planning and internal mobility initiatives.
• HR Operations
• Oversee end-to-end HR operations across the organization.
• Ensure effective implementation of employee lifecycle processes.
• Establish standardized HR processes across all locations.
• Monitor HR service delivery and resolve escalated employee issues.
• Ensure accuracy and confidentiality of employee information and HR records.

5.

Employee

Relations & Industrial Relations

• Provide leadership on employee relations and complex workplace matters.
• Handle escalated grievances, disciplinary cases, misconduct, and employee disputes.
• Establish appropriate disciplinary and grievance-handling mechanisms.
• Ensure consistent and fair implementation of HR policies across locations.
• Support management in maintaining a positive and productive work environment.

6.

Performance

Management

• Lead the organization's performance management framework.
• Establish KRAs/KPIs and performance evaluation processes.
• Drive annual performance appraisal and review cycles.
• Identify high-potential employees and critical talent.
• Implement Performance Improvement Plans (PIPs) where required.
• Support succession planning for key positions.
• Learning & Development
• Identify organization-wide learning and development requirements.
• Develop annual training and capability-building plans.
• Oversee leadership development, functional training, compliance training, and behavioral programs.
• Monitor training effectiveness and employee development outcomes.

8.

Compensation & Benefits

• Work with management to develop and review compensation structures.
• Conduct market benchmarking and internal pay analysis.
• Support annual increment, promotion, and incentive processes.
• Review employee benefits and welfare initiatives.
• Ensure appropriate controls over manpower costs and employee-related expenses.
• HR Compliance & Governance
• Ensure compliance with applicable labour laws and statutory requirements.
• Oversee PF, ESIC, gratuity, bonus, leave, wages, POSH, and other applicable compliance areas.
• Establish HR compliance calendars, audits, and monitoring mechanisms.
• Coordinate with legal advisors and external consultants on employment-related matters.
• Ensure proper documentation and governance of HR processes.
• HR MIS, Analytics & Management Reporting
• Establish HR dashboards and management reporting systems.
• Monitor headcount, attrition, hiring, absenteeism, manpower cost, productivity, and employee engagement.
• Present periodic HR reports and insights to senior management.
• Use HR data and analytics to identify trends and support business decisions.

11.

Employee

Engagement & Culture

• Develop and implement employee engagement initiatives.
• Promote organizational values, culture, and employee-centric practices.
• Conduct employee feedback and engagement surveys.
• Develop initiatives to improve employee experience and retention.
• Policy & Process Development
• Review and update HR policies, manuals, SOPs, and guidelines.
• Ensure consistency and standardization of HR practices across locations.
• Identify opportunities for HR process automation and digitalization.
• Drive continuous improvement within the HR function.
• Leadership & Stakeholder Management
• Act as a strategic HR partner to business and functional leaders.
• Lead and mentor the HR team.
• Establish clear goals and performance expectations for HR team members.
• Coordinate with Finance, Operations, Administration, Legal, and other functions.
• Represent HR in management meetings and strategic discussions.