HR Manager

People, Jobs, and News; Dadri; Hybrid; INR 1,200,000 - 1,800,000; Full time

Job summary

People, Jobs, and News is seeking a strategic HR Manager to own the people function as an HRBP and OD leader in Noida. This role blends strategic partnering with hands‑on execution, covering employee relations, performance coaching, and KPI systems while guiding a two‑person HR team in operations and administration.

The ideal candidate has 2–5 years in generalist/OD‑oriented HR roles, with an MBA in HR. Willingness to travel and work across locations is essential in a growing, dynamic setting.

Qualifications

• MBA in HR or equivalent qualification.
• 2 to 5 years in a generalist, HRBP, or OD‑oriented HR role.

Responsibilities

• Own employee relations, performance and KPI systems, capability building, and OD initiatives.
• Lead, groom, and develop a 2‑person HR team handling operations and administration.
• Serve as primary people partner to employees and managers; advise on team structure and performance conversations.
• Design and administer the annual 360‑degree feedback process; translate data into development actions.
• Support organisation design, competency frameworks, and career pathways; drive culture and change initiatives.

Skills

Employee relations

Performance management

KPI management

OD and engagement

Leadership

Policy making

Education

MBA in HR

Job description

People, HRBP & Organisational Development

Senior Management

Experience

2 to 5 years (minimum 2)

Location

Noida (see work arrangement)

Team

Leads 2 junior HR executives (HR operations and administration)

Role Snapshot

A strategic, hands-on HR Manager to own the people function. This is a business-partnering and organisational-development mandate, not an admin or operations role. You will run employee relations, performance and KPI systems, capability building, and OD initiatives, while grooming a two-person HR team that handles day-to-day operations and administration. The role suits someone early in their career but ambitious, comfortable moving between strategy and execution, and ready to travel.

Lines of Work

• HR Business Partnering & Employee Relations
• Act as the primary people partner to employees and managers across functions.
• Handle employee relations, grievances, and conflict resolution with fairness and discretion.
• Advise managers on people decisions such as team structure, role clarity, and performance conversations.
• Build trust and an open-door culture, acting as a bridge between leadership and teams.
• Performance Management & KPIs
• Co-create role-wise KPIs and success metrics with function leads, then own, standardise, and track them.
• Run the performance management cycle end to end, covering goal-setting and mid-year and annual reviews.
• Design and administer the annual 360‑degree feedback process, consolidate insights, and drive follow‑through with managers.
• Translate performance data into development actions, not just ratings.
• Organisational Development (OD)
• Support organisation design and role architecture as the company scales.
• Build and maintain competency frameworks and career pathways.
• Own employee engagement, including diagnostics, action planning, and closing the loop.
• Strengthen culture and values in daily practice, and support change and communication during transitions.
• Contribute to succession thinking and internal mobility for key roles.
• Learning & Development / Capability Building
• Identify skill and behavioural gaps across teams.
• Design or coordinate light‑touch soft‑skills and L&D interventions, delivered in‑house or through partners.
• Track emerging AI and efficiency tools relevant to the business, enable teams to adopt them, and work with leaders on rollout and ways of working.
• Build onboarding and role‑readiness journeys for new hires, and tie learning impact back to performance.
• Team Leadership, HR Operations & Policy
• Lead, groom, and develop 2 junior HR executives who handle HR operations, admin, and coordination.
• Set the standard and quality for HR processes: you own the outcome, the team runs the execution.
• Ensure HR policies, records, and compliance basics are sound, owned through the team rather than personally administered.
• Review and upgrade HR policies as the organisation grows and as new needs emerge.
• Build the HR function into a capable, dependable unit as the company scales.

Candidate Profile

Qualification

MBA in HR or an equivalent HR, organisational behaviour, or organisational psychology qualification

Experience

2 to 5 years in a generalist, HRBP, or OD‑oriented HR role

Sector (preferred)

Carbon markets, carbon credit assurance or verification, ESG, or sustainability assurance and certification

Orientation

Strategic and hands‑on: a thinking‑HR profile, not process‑only

Mindset

Agile, curious, and quick to learn and adapt in a growing set‑up

Travel

Fully comfortable with domestic and international travel

Core competencies:

employee relations, performance and KPI management, OD and engagement, basic L&D design, team leadership, discretion and judgement, ownership.

Work Arrangement & Travel

• First 3 months (extendable): 4 days a week from Noida plus 1 day a week from a South Delhi office, for structured onboarding, capability‑building, and grooming support.
• Thereafter: full‑time from Noida.
• Travel: willingness to travel both domestically and internationally as the role requires.

Skills: hrbp,kpi,hr operations,performance management,hr generalist,policy making,employee relations