Sr. HR Manager

8–12+ years of progressive HR experience, with at least 3–5 years in a managerial role within an IT services, software consulting, SaaS, or technology company.

• MBA/PGDM in Human Resources or equivalent.
  

• Bachelor's degree in any discipline.
  

• SHRM, HRCI or similar HR certifications are an advantage.
  

We are looking for a highly capable Senior HR Manager to lead our Human Resources function and build a high-performance, ownership-driven culture. This role requires someone who can think strategically while remaining hands-on in execution.

The successful candidate will lead recruitment, employee engagement, performance management, HR operations, compliance, learning & development, and organizational development. They will also be responsible for mentoring and developing the HR team, establishing scalable HR processes, and personally stepping in to execute critical work whenever required.

This role is ideal for someone who enjoys building teams, improving processes, solving people challenges, and leading by example.

• Develop and execute HR strategies aligned with the company's business goals.
  

• Partner with leadership to support business growth through effective workforce planning.
  

• Drive organizational development initiatives and continuous process improvement.
  

• Build a culture of ownership, accountability, collaboration, and continuous learning.
  

• Advise leadership on people-related risks, succession planning, organizational design, and employee development.
  

• Lead change management initiatives across the organization.
  

• Own end-to-end recruitment for technical and non-technical positions.
  

• Build strong candidate pipelines using multiple sourcing channels.
  

• Improve hiring quality while reducing recruitment turnaround time.
  

• Work closely with hiring managers to understand workforce requirements.
  

• Standardize interview processes and hiring practices.
  

• Ensure an excellent candidate experience throughout the hiring lifecycle.
  

• Continuously improve recruitment metrics including:
  

  • Time to Hire
    

  • Cost per Hire
    

  • Offer Acceptance Rate
    

  • Quality of Hire
    

  • Hiring Manager Satisfaction
    

• Lead, mentor, and develop the HR team to create a high-performing HR function.
  

• Coach team members through regular one-on-one meetings, feedback, and performance reviews.
  

• Identify capability gaps and create structured learning and development plans.
  

• Conduct regular training sessions on recruitment, compliance, HR operations, communication, interviewing, documentation, and employee engagement.
  

• Encourage knowledge sharing and cross-training within the HR team.
  

• Develop future HR leaders through coaching and delegation.
  

• Build a culture where every HR team member takes ownership and continuously improves.
  

• Lead by example and remain actively involved in day-to-day HR operations whenever required.
  

• Personally handle recruitment, employee relations, documentation, policy implementation, investigations, or HR operations during critical situations or periods of high workload.
  

• Step in to close important positions, resolve escalations, or manage employee concerns without hesitation.
  

• Balance strategic leadership with operational execution.
  

• Take ownership of business outcomes rather than limiting responsibilities to delegation and supervision.
  

• Demonstrate a strong execution mindset and willingness to "do the work" whenever necessary.
  

• Drive company-wide goal setting, KRAs, KPIs, and appraisal processes.
  

• Ensure probation reviews are completed on time.
  

• Support managers in setting measurable objectives.
  

• Lead performance review cycles.
  

• Implement and monitor Performance Improvement Plans (PIPs).
  

• Coach managers on effective performance conversations.
  

• Recognize and reward high performers.
  

• Build a positive, collaborative, and high-performance workplace culture.
  

• Improve employee engagement and retention.
  

• Conduct employee satisfaction surveys and implement action plans.
  

• Lead recognition and reward programs.
  

• Resolve employee grievances professionally and confidentially.
  

• Organize employee engagement initiatives and cultural events.
  

• Promote company values throughout the organization.
  

• Oversee onboarding and offboarding processes.
  

• Ensure employee records remain complete and accurate.
  

• Manage attendance, leave administration, and payroll coordination.
  

• Maintain HR policies, SOPs, and documentation.
  

• Improve HR processes through automation and standardization.
  

• Ensure HRMS data integrity.
  

• Monitor service quality and turnaround times.
  

• Identify organizational training needs.
  

• Develop annual learning plans.
  

• Coordinate internal and external training programs.
  

• Build leadership development initiatives.
  

• Measure training effectiveness.
  

• Promote continuous professional development across the organization.
  

• Ensure compliance with all applicable labour laws and statutory requirements.
  

• Maintain HR documentation and statutory registers.
  

• Conduct internal HR audits.
  

• Handle disciplinary actions fairly and professionally.
  

• Review and update HR policies regularly.
  

• Ensure adherence to company policies and ethical standards.
  

Prepare and present monthly HR dashboards covering:

• Headcount
  

• Recruitment status
  

• Open positions
  

• Attrition
  

• Employee retention
  

• Hiring quality
  

• Training effectiveness
  

• Performance review completion
  

• Employee engagement
  

• HR operational metrics
  

• Compliance status
  

• HR budget utilization
  

Provide actionable insights and recommendations to leadership based on HR data.