HR Manager
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Posted on:
20 hours ago
Vacancies:
1 Vacancy
Job Summary
Job Title: HR Manager/HR Head
Experience: 5 10 years
Job Summary
seeking a results-driven and proactive HR Manager/People Manager to lead our Human
Resources function and build a high-performance people-first culture. The role demands a strategic thinker
with strong operational execution capabilities responsible for driving HR strategy organizational
development talent acquisition performance management compliance and employee engagement. The
ideal candidate will act as a trusted advisor to leadership while strengthening HR systems processes and
the overall workplace experience.
Experience: 5 10 years
Job Summary
seeking a results-driven and proactive HR Manager/People Manager to lead our Human
Resources function and build a high-performance people-first culture. The role demands a strategic thinker
with strong operational execution capabilities responsible for driving HR strategy organizational
development talent acquisition performance management compliance and employee engagement. The
ideal candidate will act as a trusted advisor to leadership while strengthening HR systems processes and
the overall workplace experience.
Key Responsibilities
1. Recruitment & Talent Acquisition
Develop and execute robust strategies to attract and retain high-caliber talent.
Lead full-cycle recruitment: sourcing evaluation interviews and onboarding.
Maintain a proactive talent pipeline for critical and leadership positions.
2. Organizational Development
Drive OD initiatives to improve organizational structure efficiency and workforce capabilities.
Partner with management to reinforceculture values and long-term vision.
Conduct organizational health assessments and lead improvement interventions.
3. Leadership & People Development
Work with the CEO and department heads to identify leadership gaps and development priorities.
Implement targeted training and mentoring programs for managers and high-potential employees.
Promote a continuous learning and internal career progression environment.
4. Employee Engagement & Relations
Build and promote engagement programs that enhance morale retention and collaboration.
Manage employee grievances and conflict resolution with professionalism and empathy.
Advise employees and management to foster a transparent and trust-based work environment.
5. HR Policy & Compliance
Ensure compliance with statutory regulations labor laws and HR governance practices.
Update communicate and enforce HR policies employee handbooks and agreements.
Strengthen HR audits documentation and compliance readiness.
6. Performance Management
Lead performance appraisal cycles KRAs/KPIs alignment and goal-setting frameworks.
1. Recruitment & Talent Acquisition
Develop and execute robust strategies to attract and retain high-caliber talent.
Lead full-cycle recruitment: sourcing evaluation interviews and onboarding.
Maintain a proactive talent pipeline for critical and leadership positions.
2. Organizational Development
Drive OD initiatives to improve organizational structure efficiency and workforce capabilities.
Partner with management to reinforceculture values and long-term vision.
Conduct organizational health assessments and lead improvement interventions.
3. Leadership & People Development
Work with the CEO and department heads to identify leadership gaps and development priorities.
Implement targeted training and mentoring programs for managers and high-potential employees.
Promote a continuous learning and internal career progression environment.
4. Employee Engagement & Relations
Build and promote engagement programs that enhance morale retention and collaboration.
Manage employee grievances and conflict resolution with professionalism and empathy.
Advise employees and management to foster a transparent and trust-based work environment.
5. HR Policy & Compliance
Ensure compliance with statutory regulations labor laws and HR governance practices.
Update communicate and enforce HR policies employee handbooks and agreements.
Strengthen HR audits documentation and compliance readiness.
6. Performance Management
Lead performance appraisal cycles KRAs/KPIs alignment and goal-setting frameworks.
Member of ezee ENERGY Group Germany
Train managers on feedback delivery and capability-based performance reviews.
Ensure data-driven performance outcomes that support growth rewards and development.
7. Learning & Development
Conduct training needs analysis and coordinate tailored learning interventions.
Manage in-house and external learning programs workshops and skill-building initiatives.
Track training effectiveness and ensure alignment with business needs.
8. Payroll & Benefits Administration
Oversee accurate and timely payroll processing with statutory compliance.
Manage benefits including health insurance leave and employee welfare programs.
Recommend improvements in compensation and benefits structure.
9. Strategic HR Planning
Align HR strategy with organizational priorities and long-term workforce planning.
Drive manpower planning succession planning and organizational restructuring efforts.
Support change management initiatives and operational scalability.
10. Executive Support
Assist the CEO/ DTs/TLs in strategic initiatives organizational planning and decision-making.
Execute special cross-functional projects as directed by leadership.
Ensure data-driven performance outcomes that support growth rewards and development.
7. Learning & Development
Conduct training needs analysis and coordinate tailored learning interventions.
Manage in-house and external learning programs workshops and skill-building initiatives.
Track training effectiveness and ensure alignment with business needs.
8. Payroll & Benefits Administration
Oversee accurate and timely payroll processing with statutory compliance.
Manage benefits including health insurance leave and employee welfare programs.
Recommend improvements in compensation and benefits structure.
9. Strategic HR Planning
Align HR strategy with organizational priorities and long-term workforce planning.
Drive manpower planning succession planning and organizational restructuring efforts.
Support change management initiatives and operational scalability.
10. Executive Support
Assist the CEO/ DTs/TLs in strategic initiatives organizational planning and decision-making.
Execute special cross-functional projects as directed by leadership.
ASK Matrix (Attitude Skills Knowledge)
A. Attitude
High ownership mindset with a proactive and solutions-driven approach.
Strong ethical standards confidentiality and fairness.
Empathy emotional intelligence and a people-first leadership style.
Positive resilient and adaptable to fast-changing organizational needs.
Collaborative mindset with the ability to influence without authority.
Commitment to continuous improvement and process discipline.
S. Skills
Talent acquisition interviewing and competency-based assessment.
Strong communication conflict resolution and negotiation skills.
Leadership coaching team development and stakeholder management.
HR analytics MIS reporting and data-driven decision-making.
Proficiency in HRIS payroll systems and performance management tools.
A. Attitude
High ownership mindset with a proactive and solutions-driven approach.
Strong ethical standards confidentiality and fairness.
Empathy emotional intelligence and a people-first leadership style.
Positive resilient and adaptable to fast-changing organizational needs.
Collaborative mindset with the ability to influence without authority.
Commitment to continuous improvement and process discipline.
S. Skills
Talent acquisition interviewing and competency-based assessment.
Strong communication conflict resolution and negotiation skills.
Leadership coaching team development and stakeholder management.
HR analytics MIS reporting and data-driven decision-making.
Proficiency in HRIS payroll systems and performance management tools.
Member of ezee ENERGY Group Germany
Policy drafting process design and compliance management.
Training facilitation organizational development tools and change management.
K. Knowledge
Deep understanding of Indian labor laws statutory compliance and HR regulations.
Expertise in HR operations: recruitment payroll performance management L&D.
Knowledge of organizational design cultural frameworks and competency models.
Familiarity with HR technology platforms (e.g. GreytHR).
Understanding of industry-specific HR needs-preferably Renewable Energy IoT or Manufacturing
sectors.
Awareness of best practices in leadership development employee engagement and workforce
planning.
Training facilitation organizational development tools and change management.
K. Knowledge
Deep understanding of Indian labor laws statutory compliance and HR regulations.
Expertise in HR operations: recruitment payroll performance management L&D.
Knowledge of organizational design cultural frameworks and competency models.
Familiarity with HR technology platforms (e.g. GreytHR).
Understanding of industry-specific HR needs-preferably Renewable Energy IoT or Manufacturing
sectors.
Awareness of best practices in leadership development employee engagement and workforce
planning.
Qualifications
Bachelors or Masters degree in HR Business Administration or related field.
5 10 years of progressive HR experience with leadership responsibilities.
Strong command of HR best practices labor law and people development methodologies.
Bachelors or Masters degree in HR Business Administration or related field.
5 10 years of progressive HR experience with leadership responsibilities.
Strong command of HR best practices labor law and people development methodologies.
Preferred Skills & Experience
Experience in Renewable Energy IT IoT or Engineering/Manufacturing environments.
Exposure to organizational transformation culture-building and scale-up environments.
Experience in Renewable Energy IT IoT or Engineering/Manufacturing environments.
Exposure to organizational transformation culture-building and scale-up environments.
Key Skills
- Advertising Management
- Arabic Speaking
- Hr Executive Recruitment
- Logistics & Administration
- Drafting
- Investment Management
