HR Manager

Jitojobs; Mumbai; On-site; INR 1,500,000 - 2,100,000; Full time

Job summary

Jitojobs in Mumbai seeks an experienced HR leader to design KPI/KRI frameworks, manage the full PMS lifecycle, and drive employee engagement across functions. You will develop measurable dashboards, calibrate performance reviews, and align outcomes with rewards to sustain high performance and culture.

This role requires collaboration with department heads to cascade objectives and deliver data-driven insights for leadership, all within an on-site Mumbai setting.

Qualifications

• Experience designing KPI/KRI frameworks across multiple functions (Operations, Business Development, Finance, Compliance, Support).
• End-to-end PMS lifecycle management: goal-setting, mid-year reviews, annual appraisals, calibration.
• Strong focus on employee engagement programs and eNPS initiatives with analytics.

Responsibilities

• Design, implement, and refine KPI and KPI dashboards across functions.
• Own PMS lifecycle from goal setting to calibration and payroll linkage.
• Design and execute annual employee engagement calendars and surveys.

Skills

KPI/KRI design

PMS management

Employee engagement

Job description

Job Type: FullTimePermanent

Work Mode: Onsite

Experience: Management

Travel Requirements: NO

Skills:

• 1. KRI / KPI Design & Performance Framework
  • Design, implement, and continuously refine the KRI (Key Result Indicators) and KPI (Key Performance Indicators) framework across all functions — Operations, Business Development, Finance, Compliance, and Support
  • Ensure KPIs are SMART, measurable, role‑specific, and aligned to business goals set in the Annual Operating Plan (AOP)
  • Work with functional heads to cascade organisational objectives to individual‑level targets
  • Maintain KPI dashboards and provide periodic performance analytics to leadership
    • Monthly KPI score cards by function and individual
    • Identify performance outliers — high performers and those needing support
    • Recommend corrective actions and development plans for underperformers
• 2. Performance Management System (PMS)
  • Own end‑to‑end PMS lifecycle: goal‑setting, mid‑year reviews, annual appraisals, and calibration sessions
  • Design and roll out the annual appraisal calendar — ensure 100% coverage across all employee grades and locations
  • Facilitate performance calibration workshops with department heads to ensure rating normalisation and fairness
  • Manage the appraisal documentation process — performance review forms, rating records, sign‑offs
  • Link PMS outcomes to increments, promotions, and variable pay — coordinate with Finance for payroll inputs
    • Bell‑curve analysis and performance rating distribution reporting
    • Grievance handling for appraisal disputes — fair and transparent resolution
    • Continuously improve the PMS tool/process based on feedback from managers and employees
• 3. Employee Engagement
  • Design and execute the annual employee engagement calendar — town halls, team-building events, pulse surveys, skip‑level meetings, and culture initiatives
  • Conduct periodic engagement surveys (quarterly/bi‑annual) — analyse results and present actionable insights to leadership
  • Drive eNPS (Employee Net Promoter Score) improvement initiatives and track trends over time

Responsibilities

Manage Employee Engagement, HR Ops and recruitments.