AGM - HR

GMR Group; Jammu and Kashmir; On-site; INR 2,500,000 - 3,500,000; Full time

Job summary

GMR Group seeks an AGM - HR to drive the complete HR agenda for its Data Center business from hire-to-retire. You will partner with leaders to build a high-performance, compliant org, ensuring talent availability, workforce productivity and governance of HR processes across multiple locations.

You will lead workforce planning, onboarding, performance management, and succession planning, while overseeing compensation, benefits, payroll inputs, and statutory compliance.

Qualifications

• MBA/PGDM in HR from a reputed institution.
• Certification in Labour Laws / IR preferred.
• 12-15 years of HR experience in related sectors.

Responsibilities

• Lead workforce planning, talent acquisition, onboarding and deployment for operations and projects.
• Drive performance management, goal setting and development plans.
• Manage compensation, benefits, payroll inputs and HR operations lifecycle.
• Ensure statutory compliance across multi-location Data Center sites.
• Oversee contract labor governance and vendor workforce management.

Skills

HR Strategy

Talent Management

HR Analytics

Employee Relations

Workforce Planning

Education

MBA / PGDM in HR

Labour Laws / IR Certification

Job description

Job Description:

JOB PURPOSE

The AGM - HR will be responsible for driving the complete Human Resource agenda for the Data Center Business by managing the entire employee lifecycle from Hire-to-Retire. The role will partner with business leaders to build a high-performance and compliant organization, ensuring talent availability, workforce productivity, employee engagement, culture building, statutory compliance, and governance of HR processes. The incumbent will play a critical role in supporting business growth, greenfield expansion projects, and operational excellence across Data Center locations

ORGANISATION CHART

CHRO --> AGM - HR

KEY ACCOUNTABILITIES

Workforce Planning & Talent Acquisition –

Develop manpower plans in consultation with business leaders, manage sourcing, selection, onboarding and deployment of talent for operations, projects and corporate roles.

• Time to Fill
• Offer Acceptance Ratio
• Joining Ratio
• Critical Position Closure Rate

Employee Onboarding & Integration –

Ensure smooth onboarding, induction, culture assimilation and productivity ramp-up for new hires.

• New Hire Engagement Score
• Onboarding Completion Rate
• 90-Day Attrition

Performance Management –

Drive goal setting/ PDM, mid-year review, annual performance cycle, talent differentiation and performance improvement plans.

• PMS Completion Rate
• Quality of Goal Setting
• High Performer Retention

Learning & Capability Development –

Identify capability gaps and execute technical, managerial and leadership development interventions

• Training Hours per Employee
• Certification Completion
• Capability Index

Talent Management & Succession Planning –

Support talent reviews, leadership pipeline development, career progression and succession planning for critical roles

• Succession Coverage
• Leadership Bench Strength
• Internal Movement Ratio

Employee Relations & Engagement –

Foster positive employee relations, grievance management, employee communication and engagement initiatives.

• Engagement Score
• Attrition Rate
• Grievance Closure TAT

KEY ACCOUNTABILITIES - Additional Details

Compensation & Benefits Administration –

Support annual compensation review, benchmarking, payroll inputs and employee benefits administration.

• Payroll Accuracy
• Compensation Cycle Completion
• Benefits Utilization

HR Operations & Employee Lifecycle Management –

Manage end-to-end employee lifecycle including confirmations, transfers, promotions, separations, exit management and HR records.

• SLA Adherence
• Data Accuracy
• Lifecycle Process Compliance

Statutory Compliance & Labour Law Governance –

Ensure compliance with all applicable labour laws, social security regulations and statutory obligations across Data Center locations and contractor workforce.

Contract Labour & Vendor Workforce Management -

Monitor compliance of contractors, staffing agencies and outsourced workforce. Conduct periodic audits.

• Zero Compliance Violations
• Audit Scores
• Statutory Filing Accuracy

• Contractor Compliance Score
• Audit Closure Rate

POSH, Ethics & Governance –

Ensure implementation of POSH provisions, employee awareness, ethics standards and disciplinary processes.

• POSH Compliance Index
• Closure of Cases
• Awareness Coverage

HR Analytics & MIS –

Maintain workforce analytics, HR dashboards and management reports for data-driven decision making

• Timeliness and Accuracy of HR Dashboards

HR Support for Data Center Expansion Projects –

Partner with project teams for manpower deployment, mobilization, workforce planning and organizational readiness during expansion or new facility commissioning.

• Project Manpower Readiness
• Mobilization Timelines Achievement

EXTERNAL INTERACTIONS

• Recruitment Consultants
• Government Authorities
• Labour Department Officials
• Compliance Consultants
• Training Partners
• Staffing Vendors

• Audit Agencies

INTERNAL INTERACTIONS

• CEO / COO - Data Center Business
• Head HR / CHRO
• Functional Heads
• Finance
• Legal & Secretarial
• Procurement
• IT & Security Teams
• Operations & Project Teams

• Head Legal
• Head HR
• Corporate Strategy Team
• Board Secretariat

FINANCIAL DIMENSIONS

• HR Budget Administration
• Recruitment Cost Management
• Learning & Development Budget

OTHER DIMENSIONS

• Employee Base: To be Defined
• Multi-location Data Center Workforce
• Contract Workforce Governance
• Critical Technical Talent Management

EDUCATION QUALIFICATIONS

MBA / PGDM in HR from a reputed institution

Certification in Labour Laws / IR preferred

RELEVANT EXPERIENCE

• 12-15 years of HR experience
• Experience in Infrastructure, Data Centers, IT Services, Manufacturing, Telecom, EPC or Industrial Businesses preferred
• Strong exposure to HR Operations and Statutory Compliance
• Experience managing contract workforce and multi-location operations

COMPETENCIES

• Compensation and Benefits Design (Proficient)
• HR Analytics (Proficient)
• HR Technology (Proficient)
• PMS Framework Design (Proficient)
• Employee Relations Compliance (Proficient)
• Employer Branding (Proficient)
• Business Partnering (Proficient)
• Talent Review and Succession Planning (Proficient)
• Leadership Development (Proficient)
• Workforce Planning (Proficient)
• Organization Design (Proficient)
• Training Program Delivery and Execution (Proficient)
• Instructional Design (Proficient)
• Training Need Analysis (Proficient)
• Teamwork & Interpersonal influence
• Stakeholder Focus
• Planning & Decision Making
• Execution & Results
• Networking
• Personal Effectiveness
• Social Awareness
• Strategic Orientation
• Problem Solving & Analytical Thinking
• Entrepreneurship
• Capability Building

Requirements: