Deputy General Manager Human Resources

DLF Hospitality; Gurugram District; On-site; INR 4,000,000 - 7,000,000; Full time

Job summary

DLF Hospitality is seeking a senior HR leader to drive strategic and operational HR across the business unit. You will oversee talent acquisition, employee relations, performance management, learning and development, HR operations, compliance and engagement, partnering with business leaders to align people strategies with organizational goals.

The DGM – Human Resources is expected to build strong HR capabilities, drive workforce effectiveness, ensure legal compliance, and enhance employee

Qualifications

• MBA/PGDM in HR or related field.
• Certifications in Labour Laws, Talent Management, OD or HR Analytics preferred.
• Progressive experience in HR leadership roles, preferably in hospitality or customer-centric industries.

Responsibilities

• Lead end-to-end HR operations including recruitment, onboarding, performance management, payroll inputs, and employee lifecycle.
• Ensure HR policies, SOPs, and governance frameworks across locations.
• Drive digitization and process improvements through HRMS and digital platforms.
• Manage data integrity, reporting, and HR service delivery standards.
• Lead workforce planning, talent development, succession planning, and employee engagement.

Skills

Leadership

HR strategy

Employee relations

Talent management

Change management

Compliance

People management

HR analytics

Stakeholder management

Education

MBA / PGDM in HR

Labour laws certification

HR analytics certification

Tools

HRMS

Job description

This position is responsible for leading the strategic and operational Human Resources function across the assigned business unit(s). The incumbent will oversee all aspects of talent acquisition, employee relations, performance management, learning & development, HR operations, compliance, and employee engagement. The role requires close collaboration with business leaders to align people strategies with organizational objectives while fostering a high-performance, inclusive, and employee-centric culture.

The DGM – Human Resources is expected to build strong HR capabilities, drive workforce effectiveness, ensure legal and statutory compliance, and enhance employee experience to support sustainable business growth.

KEY ORGANIZATIONAL RELATIONSHIPS

Reports to:

Vice President – Human Resources / Business Head

Positions Reporting to:

• Deputy Manager – HR
• Executive / Associate – HR
• HR Interns

Interacts with:

External

• Recruitment Agencies
• Government Authorities
• Statutory Bodies
• Training Partners
• Consultants
• Auditors

Internal

• Functional Heads
• Employees & Contractual Workforce
• Corporate Team

KEY RESPONSIBILITIES

Driving Operational Excellence

• Lead and oversee end-to-end HR operations including recruitment, onboarding, confirmations, employee lifecycle management, payroll inputs, attendance management, separations, and HR administration for the unit.
• Ensure implementation and adherence to HR policies, procedures, SOPs, and governance frameworks across all locations.
• Drive digitization and process improvements through effective utilization of HRMS and technology platforms.
• Ensure accuracy and integrity of employee data, documentation, and reporting systems.
• Monitor HR service delivery standards and continuously enhance operational efficiency and employee experience.

People Management

• Lead workforce planning initiatives and manpower optimization in line with business growth objectives.
• Drive performance management processes including goal setting, reviews, talent assessments, and succession planning.
• Mentor, coach, and develop HR team members to build future-ready leadership capabilities.
• Serve as a trusted advisor to business leaders on people-related matters.
• Lead employee relations initiatives, grievance management, disciplinary processes, and conflict resolution.
• Drive diversity, equity, inclusion, and belonging initiatives across the organization.
• Analyze attrition trends and implement retention strategies to improve workforce stability.
• Design and implement learning and development initiatives aligned with organizational and functional capability requirements.
• Partner with business leaders to identify competency gaps and create targeted development interventions.
• Drive leadership development, managerial effectiveness, and succession readiness programs.
• Monitor training effectiveness through evaluations, assessments, and business impact measures.
• Promote a culture of continuous learning and professional development across the organization.

Business & Financial Acumen

• Develop and manage HR budgets covering recruitment, engagement, learning, welfare, and employee-related expenditures.
• Analyze workforce metrics including headcount, productivity, attrition, absenteeism, hiring effectiveness, and training ROI.
• Present periodic HR dashboards and management reports to senior leadership.
• Support business planning through strategic workforce forecasting and talent pipeline development.
• Ensure optimum utilization of resources while maintaining cost efficiency and service quality.

Leadership & Strategic Impact

• Partner with leadership teams to align people strategy with business priorities and organizational goals.
• Lead strategic HR initiatives including organizational restructuring, culture transformation, change management, and talent management programs.
• Drive HR excellence through innovation, best practices, and continuous improvement initiatives.
• Act as a change champion in implementing people programs and organizational interventions.
• Represent the HR function in leadership forums, reviews, and cross-functional business initiatives.

Culture & Employee Experience

• Champion employee engagement and foster a positive workplace culture aligned with organizational values.
• Drive initiatives focused on employee well-being, wellness, recognition, and workplace satisfaction.
• Lead employee communication, engagement surveys, town halls, reward & recognition programs, and cultural initiatives.
• Strengthen employer branding through impactful employee experiences and talent attraction strategies.
• Create an environment that promotes inclusion, collaboration, respect, and accountability.

Managing Legal & Compliance Practices

• Ensure compliance with all applicable labour laws, statutory regulations, and company policies.
• Oversee audits related to labour compliance, payroll, contractual workforce, and statutory obligations.
• Manage disciplinary actions, legal cases, employee documentation, and employment records.
• Ensure timely compliance with PF, ESI, gratuity, minimum wages, contract labour regulations, and other statutory requirements.
• Mitigate organizational risk through proactive compliance monitoring and governance practices.

Occupational Health & Safety

• Promote and support Occupational Health, Safety, Security, and Environment (HSSE) standards across all locations.
• Ensure employee awareness and compliance with safety policies and emergency procedures.
• Collaborate with operations teams to drive workplace safety initiatives and risk mitigation strategies.
• Monitor incident reporting, investigations, and preventive action plans.
• Support business continuity and employee wellness initiatives.

JOB REQUIREMENTS / HIRING PROFILE

Qualifications

• MBA / PGDM in Human Resources, Personnel Management, Business Administration, or related discipline from a recognized institution.
• Additional certifications in Labour Laws, Talent Management, OD, HR Analytics, or Employee Relations will be preferred.

Work Experience

• Minimum 15 years of progressive Human Resources.
• Experience in hospitality, luxury services, or customer-centric industries will be preferred.
• Proven track record in HR operations, talent management, employee engagement, compliance, and organizational development.