General Manager Human Resource

BKJ Airports; Jaipur; On-site; INR 1,800,000 - 3,000,000; Full time

Job summary

BKJ Airports seeks a strategic HR leader to shape people strategy across corporate and operational locations in India. You will drive workforce planning, talent acquisition, performance management, and employee relations to enable safe, efficient airport operations.

You will oversee HR operations, compliance, learning and development, and governance, partnering with senior leadership to build capability, culture, and sustainable growth.

Responsibilities

• Develop and implement HR strategies aligned with organizational objectives and business plans.
• Lead the HR function across corporate and operational locations.
• Establish HR frameworks, policies, processes, and governance mechanisms.
• Partner with senior management on workforce planning and organizational development.
• Provide strategic HR advice to business leaders and management.
• Develop annual manpower plans in coordination with business heads.
• Analyse workforce requirements based on business growth, operational requirements, and productivity.
• Support organization structure development, role clarity, and manpower optimization.
• Monitor headcount, manpower costs, vacancies, and workforce productivity.
• Lead the overall talent acquisition strategy for corporate and operational positions.
• Ensure timely hiring of critical and business-essential positions.
• Establish recruitment standards, interview processes, and selection frameworks.
• Build talent pipelines for critical positions.
• Develop succession planning and internal mobility initiatives.
• Oversee end-to-end HR operations across the organization.
• Ensure effective implementation of employee lifecycle processes.
• Establish standardized HR processes across all locations.
• Monitor HR service delivery and resolve escalated employee issues.
• Ensure accuracy and confidentiality of employee information and HR records.
• Provide leadership on employee relations and complex workplace matters.
• Handle escalated grievances, disciplinary cases, misconduct, and employee disputes.
• Establish appropriate disciplinary and grievance-handling mechanisms.
• Ensure consistent and fair implementation of HR policies across locations.
• Support management in maintaining a positive and productive work environment.
• Lead the organization's performance management framework.
• Establish KRAs/KPIs and performance evaluation processes.
• Drive annual performance appraisal and review cycles.
• Identify high-potential employees and critical talent.
• Implement Performance Improvement Plans (PIPs) where required.
• Support succession planning for key positions.
• Identify organization-wide learning and development requirements.
• Develop annual training and capability-building plans.
• Oversee leadership development, functional training, compliance training, and behavioral programs.
• Monitor training effectiveness and employee development outcomes.
• Work with management to develop and review compensation structures.
• Conduct market benchmarking and internal pay analysis.
• Support annual increment, promotion, and incentive processes.
• Review employee benefits and welfare initiatives.
• Ensure appropriate controls over manpower costs and employee-related expenses.
• Ensure compliance with applicable labour laws and statutory requirements.
• Oversee PF, ESIC, gratuity, bonus, leave, wages, POSH, and other applicable compliance areas.
• Establish HR compliance calendars, audits, and monitoring mechanisms.
• Coordinate with legal advisors and external consultants on employment-related matters.
• Ensure proper documentation and governance of HR processes.
• Establish HR dashboards and management reporting systems.
• Monitor headcount, attrition, hiring, absenteeism, manpower cost, productivity, and employee engagement.
• Present periodic HR reports and insights to senior management.
• Use HR data and analytics to identify trends and support business decisions.
• Develop and implement employee engagement initiatives.
• Promote organizational values, culture, and employee-centric practices.
• Conduct employee feedback and engagement surveys.
• Develop initiatives to improve employee experience and retention.

Job description

Key Responsibilities

1. HR Strategy & Leadership

• Develop and implement HR strategies aligned with organizational objectives and business plans.
• Lead the HR function across corporate and operational locations.
• Establish HR frameworks, policies, processes, and governance mechanisms.
• Partner with senior management on workforce planning and organizational development.
• Provide strategic HR advice to business leaders and management.

2. Workforce Planning & Organization Structure

• Develop annual manpower plans in coordination with business heads.
• Analyse workforce requirements based on business growth, operational requirements, and productivity.
• Support organization structure development, role clarity, and manpower optimization.
• Monitor headcount, manpower costs, vacancies, and workforce productivity.

3. Talent Acquisition & Workforce Development

• Lead the overall talent acquisition strategy for corporate and operational positions.
• Ensure timely hiring of critical and business-essential positions.
• Establish recruitment standards, interview processes, and selection frameworks.
• Build talent pipelines for critical positions.
• Develop succession planning and internal mobility initiatives.

4. HR Operations

• Oversee end-to-end HR operations across the organization.
• Ensure effective implementation of employee lifecycle processes.
• Establish standardized HR processes across all locations.
• Monitor HR service delivery and resolve escalated employee issues.
• Ensure accuracy and confidentiality of employee information and HR records.

5. Employee Relations & Industrial Relations

• Provide leadership on employee relations and complex workplace matters.
• Handle escalated grievances, disciplinary cases, misconduct, and employee disputes.
• Establish appropriate disciplinary and grievance-handling mechanisms.
• Ensure consistent and fair implementation of HR policies across locations.
• Support management in maintaining a positive and productive work environment.

6. Performance Management

• Lead the organization's performance management framework.
• Establish KRAs/KPIs and performance evaluation processes.
• Drive annual performance appraisal and review cycles.
• Identify high-potential employees and critical talent.
• Implement Performance Improvement Plans (PIPs) where required.
• Support succession planning for key positions.

7. Learning & Development

• Identify organization-wide learning and development requirements.
• Develop annual training and capability-building plans.
• Oversee leadership development, functional training, compliance training, and behavioral programs.
• Monitor training effectiveness and employee development outcomes.

8. Compensation & Benefits

• Work with management to develop and review compensation structures.
• Conduct market benchmarking and internal pay analysis.
• Support annual increment, promotion, and incentive processes.
• Review employee benefits and welfare initiatives.
• Ensure appropriate controls over manpower costs and employee-related expenses.

9. HR Compliance & Governance

• Ensure compliance with applicable labour laws and statutory requirements.
• Oversee PF, ESIC, gratuity, bonus, leave, wages, POSH, and other applicable compliance areas.
• Establish HR compliance calendars, audits, and monitoring mechanisms.
• Coordinate with legal advisors and external consultants on employment-related matters.
• Ensure proper documentation and governance of HR processes.

10. HR MIS, Analytics & Management Reporting

• Establish HR dashboards and management reporting systems.
• Monitor headcount, attrition, hiring, absenteeism, manpower cost, productivity, and employee engagement.
• Present periodic HR reports and insights to senior management.
• Use HR data and analytics to identify trends and support business decisions.

11. Employee Engagement & Culture

• Develop and implement employee engagement initiatives.
• Promote organizational values, culture, and employee-centric practices.
• Conduct employee feedback and engagement surveys.
• Develop initiatives to improve employee experience and retention.

12. Policy & Process Development

• Review and update HR policies, manuals, SOPs, and guidelines.
• Ensure consistency and standardization of HR practices across locations.
• Identify opportunities for HR process automation and digitalization.
• Drive continuous improvement within the HR function.

13. Leadership & Stakeholder Management

• Act as a strategic HR partner to business and functional leaders.
• Lead and mentor the HR team.
• Establish clear goals and performance expectations for HR team members.
• Coordinate with Finance, Operations, Administration, Legal, and other functions.
• Represent HR in management meetings and strategic discussions.