HR Manager

Yuva Parivartan; Mumbai; On-site; INR 250,000 - 600,000; Full time

Job summary

Yuva Parivartan is seeking an experienced HR leader to drive performance management, retention, leadership development, and continuity planning across frontline teams. The role is focused on designing practical HR processes, building capability, and instituting analytics to inform interventions.

The ideal candidate will influence senior stakeholders while ensuring strong engagement with field staff, delivering measurable improvements in culture, retention, and leadership outcomes.

Qualifications

• 8-12 years of HR experience with ownership of organization-wide outcomes such as performance management, retention, leadership development, or culture building.
• Ability to translate data and insights into actionable interventions, combining analytics with field understanding.
• Ability to influence and challenge senior stakeholders, while also working closely with frontline teams, high ownership and outcome orientation.
• Strong communication, facilitation, and problem-solving skills; comfort with HR systems/tools and dashboards preferred.

Responsibilities

• Design and institutionalize a simple, field-friendly PMS (OKRs/KPIs/BSC)
• Ensure timely goal setting, quarterly reviews, and calibration
• Build strong review cadence across functions with high-quality discussions
• Analyse attrition trends and identify high-risk roles/regions
• Drive targeted retention strategies, especially for frontline staff
• Institutionalize stay interviews and early warning systems
• Build leadership capability frameworks and development journeys
• Coach managers on feedback, performance, and team engagement
• Strengthen manager accountability for team outcomes (retention, performance)
• Identify critical roles and assess bench strength, Build succession pipelines integrated with IDPs
• Design need-based, field-relevant training programs based on gaps and role requirements
• Drive continuous feedback systems (surveys, field visits, pulse checks)
• Translate insights into actionable interventions and track outcomes
• Create structured growth paths for frontline staff
• Enable and track internal movement across roles and geographies
• Build transparent, inclusive R&R systems with strong visibility and recognition of field contributions
• Track and analyse key people metrics
• Use data + field insights to drive real-time interventions

Skills

Communication & Facilitation

HR Analytics

Stakeholder Management

Change Management

Problem Solving

Tools

HRIS

Dashboards

Job description

Role & responsibilities

1. Performance Management & Execution Discipline

• Design and institutionalize a simple, field-friendly PMS (OKRs/KPIs/BSC)
• Ensure timely goal setting, quarterly reviews, and calibration
• Build strong review cadence across functions with high-quality discussions

2. Attrition Reduction & Retention

• Analyse attrition trends and identify high-risk roles/regions
• Drive targeted retention strategies, especially for frontline staff
• Institutionalize stay interviews and early warning systems

3. Leadership Development (N-1 & Frontline)

• Build leadership capability frameworks and development journeys
• Coach managers on feedback, performance, and team engagement
• Strengthen manager accountability for team outcomes (retention, performance)

4. Succession Planning & Business Continuity

• Identify critical roles and assess bench strength, Build succession pipelines integrated with IDPs

5. Learning & Capability Building

• Design need-based, field-relevant training programs based on gaps and role requirements

6. Employee Engagement & Culture

• Drive continuous feedback systems (surveys, field visits, pulse checks)
• Translate insights into actionable interventions and track outcomes

7. Career Pathways & Internal Mobility

• Create structured growth paths for frontline staff
• Enable and track internal movement across roles and geographies

8. Rewards & Recognition

• Build transparent, inclusive R&R systems with strong visibility and recognition of field contributions

9. HR Analytics & Continuous Improvement

• Track and analyse key people metrics
• Use data + field insights to drive real-time interventions

Preferred candidate profile

1) 8-12 years of HR experience, with demonstrated ownership of organization-wide people outcomes such as performance management, retention, leadership development, or culture building.

2) Demonstrated ability to translate data and insights into actionable interventions, combining analytics with field understanding.

3) Ability to influence and challenge senior stakeholders, while also working closely with frontline teams, high ownership and outcome orientation.

Strong communication, facilitation, and problem-solving skills; comfort with HR systems/tools and dashboards preferred.