Deputy General Manager Human Resource

Godrej Properties; Pune District; On-site; INR 3,500,000 - 5,200,000; Full time

Job summary

Godrej Properties is seeking a senior HR leader to act as a strategic partner for the West-East Zone, translating business priorities into a focused people strategy and driving execution across the lifecycle.

The role collaborates with the Zone Leadership Team to support growth, organization effectiveness, workforce productivity, employee engagement, talent management, leadership capability, performance management and employee experience.

Qualifications

• Strong combination of strategic HRBP experience, HR Operations knowledge, people analytics and employee engagement capability.
• Ability to operate at both strategic and operational levels.
• Data-led insights to drive HR decisions.

Responsibilities

• Strategic HR business partnering with West-East Zone leadership.
• Translate business priorities into a measurable HR agenda.
• Partner on organization effectiveness, workforce planning and talent moves.
• Develop HR dashboards and analyze headcount, attrition, diversity and engagement.
• Drive engagement programs, survey analysis and action plans.
• Lead talent management, succession planning and retention for critical roles.
• Oversee performance management, goal setting and PIP processes.
• Handle employee relations escalations with confidentiality and judgment.
• Oversee HR operations, payroll processing and lifecycle activities.
• Support workforce productivity and organisation design initiatives.

Skills

Strategic HRBP experience

People analytics

Employee engagement

Job description

The DGM HR will be a strategic HR partner to the West-East Zone, responsible for translating business priorities into a focused people strategy and driving execution across the employee lifecycle.

The role will partner closely with the Zonal Business Leadership Team to support business growth, organization effectiveness, workforce productivity, employee engagement, talent management, leadership capability, performance management and employee experience.

The role requires a strong combination of strategic HRBP experience, HR Operations knowledge, people analytics and employee engagement capability, with the ability to operate at both strategic and operational levels.

Key Responsibilities

1) Strategic HR Business Partnering

• Act as a strategic HR partner to the West-East Zone leadership team and business leaders.
• Translate business strategy and business priorities into a clear and measurable HR agenda.
• Understand business performance, growth plans, productivity challenges, manpower requirements and organizational priorities.
• Drive organization effectiveness through appropriate organization structures, role clarity, spans and layers and workforce planning.
• Provide data-led people insights and recommendations to business leaders.
• Partner with leadership on organization restructuring, succession, talent movement and critical people decisions.
• Build a high-performance culture and strengthen leadership effectiveness.

2) People Analytics & HR Dashboards

• Demonstrate strong analytical and problem-solving skills.
• Develop and use HR dashboards to identify people trends, risks and opportunities.
• Analyze key metrics including:
• Headcount and workforce productivity
• Attrition and regrettable attrition
• Diversity
• Employee engagement
• Performance distribution
• Talent movement
• Absenteeism
• Manpower cost
• Convert HR data into actionable business insights.
• Establish early-warning indicators for critical people risks.
• Track HR interventions through measurable business and people outcomes.

3) Employee Engagement & Culture

• Own and drive the employee engagement agenda for the Zone.
• Should have hands‑on experience with Gallup Q12 / employee engagement surveys.
• Analyse engagement survey results and identify key drivers of engagement and disengagement.
• Develop and implement focused action plans with business leaders.
• Track effectiveness of engagement interventions through measurable outcomes.
• Drive initiatives around employee experience, recognition, communication, leadership connect and organisational culture.
• Build manager capability to improve employee engagement at the team level.

4) Talent Management & Succession

• Drive talent management processes including:
• Talent Reviews
• Succession Planning
• Talent War Rooms
• Individual Development Plans
• Critical Talent identification
• Hi‑potential development
• Identify critical roles and future capability requirements.
• Partner with business leaders to build leadership and talent pipelines.
• Drive retention strategies for critical and high‑performing talent.
• Identify capability gaps and partner with L&D to address them.

5) Performance Management

• Drive goal setting, mid‑year reviews and annual performance management processes.
• Ensure alignment between business objectives and individual goals.
• Support leaders in effective performance conversations.
• Drive differentiated performance management.
• Handle complex performance cases and guide managers on appropriate interventions.
• Drive PIP and performance improvement processes wherever required.

6) Employee Relations & Escalation Management

• Act as an escalation point for complex employee concerns and grievances.
• Independently handle sensitive employee escalations with maturity, confidentiality and sound judgement.
• Partner with business leaders to resolve employee concerns while balancing employee experience and business requirements.
• Support disciplinary, behavioural and performance‑related cases.
• Ensure appropriate documentation and adherence to HR policies and processes.

7) HR Operations & Payroll

• Have strong working knowledge of HR Operations and the complete employee lifecycle.
• Ensure smooth execution of:
• Onboarding
• Transfers
• Promotions
• Confirmations
• Employee movements
• Exits
• Employee data management
• Have hands‑on understanding of payroll processing, including salary inputs, attendance, deductions, statutory requirements and payroll controls.
• Partner with HR Operations to ensure timely and accurate payroll processing.
• Resolve payroll‑related employee concerns and escalations.
• Identify opportunities for HR process simplification, standardisation and automation.
• Ensure HR processes remain employee‑friendly, compliant and efficient.

8) Workforce Planning & Productivity

• Partner with business leaders on current and future workforce requirements.
• Analyse manpower productivity and workforce cost.
• Ensure manpower growth is aligned with business growth.
• Identify opportunities for improving organisational productivity and efficiency.
• Support restructuring and workforce optimisation initiatives.
• Drive workforce planning based on business priorities rather than historical manpower requirements.

9) Organisation Effectiveness

• Support organisation design and restructuring initiatives.
• Review role clarity, spans and layers and reporting structures.
• Identify opportunities to simplify organisational structures and improve decision‑making.
• Partner with leadership on productivity and efficiency initiatives.
• Support change management during organisation transformation.

10) Diversity, Equity & Inclusion

• Drive the Zones diversity and inclusion agenda in partnership with business leaders and Corporate HR.
• Identify function‑wise diversity gaps and develop targeted interventions.
• Monitor diversity representation, retention and progression.
• Build an inclusive employee experience.
• Support leadership accountability for diversity outcomes.

10) HR Governance & Compliance

• Ensure effective implementation of HR policies and processes across the Zone.
• Drive compliance with statutory and organisational requirements.
• Ensure HR documentation and employee records are audit‑ready.
• Partner with HR Operations and Corporate HR to strengthen HR governance.
• Ensure timely closure of HR audit observations and process gaps.