HR Manager

Forward Impact; Mumbai Suburban; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

Forward Impact in Mumbai Suburban is seeking an HR Manager to lead the people function, build strong HR systems, and foster an inclusive culture while driving end-to-end employee lifecycle management.

The role combines strategic thinking with hands-on delivery across talent acquisition, onboarding, compliance, performance management, learning and development, and engagement initiatives to support sustainable growth.

Qualifications

• Strong leadership and people-management abilities.
• Knowledge of HR operations, labour laws and compliance.
• Excellent interpersonal, communication and conflict-resolution skills.
• Strong organizational and process-building abilities.

Responsibilities

• Recruitment & Talent Acquisition: manage end-to-end recruitment processes including job postings, sourcing, screening, interviews and onboarding; coordinate with department heads; maintain a strong pipeline of candidates.
• Employee Lifecycle Management: onboarding, records maintenance, probation reviews, contract renewals, exits and clearances.
• HR Policies & Compliance: ensure compliance with policies and labour laws; maintain contracts, leave records and HR files; support policy reviews.
• Performance Management & HR Systems: coordinate performance cycles; develop job descriptions, KRAs and appraisal frameworks; maintain HR data and reports.
• Employee Engagement & Culture: support initiatives to strengthen engagement and culture; coordinate team-building and learning sessions.
• Learning & Development: identify training needs; coordinate internal/external capacity-building programs; support staff development.

Skills

Leadership

HR operations

Labour laws

Interpersonal skills

Conflict resolution

Organization

Strategic thinking

Job description

The HR Manager will lead and strengthen Organizations people function by building effective HR systems, fostering a strong organizational culture and ensuring smooth employee lifecycle management across the organization.

The role requires a strategic yet hands-on HR professional who can support organizational growth through talent acquisition, employee engagement, compliance, performance management and people development while nurturing an inclusive and mission-aligned workplace culture.

Key Responsibilities

1. Recruitment & Talent Acquisition

• Manage end-to-end recruitment processes including job postings, candidate sourcing, screening, interviews, and onboarding.
• Coordinate with department heads to understand staffing needs and role requirements.
• Maintain a strong pipeline of candidates through recruitment agencies, job portals, and referrals.
• Ensure a smooth and professional candidate experience throughout the hiring process.

2. Employee Lifecycle Management

• Manage employee onboarding and orientation processes.
• Maintain employee records, documentation, and HR databases.
• Support probation reviews, confirmations, and contract renewals.
• Facilitate employee exits, clearances, and exit interviews.

3. HR Policies & Compliance

• Ensure compliance with organisational policies, labour laws and statutory requirements.
• Maintain employee documentation including contracts, leave records, and HR files.
• Support implementation and periodic review of HR policies and SOPs.

4. Performance Management & HR Systems

• Coordinate performance review cycles and maintain performance documentation.
• Support development of job descriptions, KRAs, and appraisal frameworks.
• Maintain HR data and generate reports to support leadership decision-making.

5. Employee Engagement & Culture

• Support initiatives that strengthen employee engagement and organisational culture.
• Coordinate team-building activities, learning sessions, and internal events.
• Act as a point of contact for employee queries and HR-related support.

6. Learning & Development

• Identify training and development needs across teams.
• Coordinate internal and external capacity-building programmes.
• Support professional development initiatives for staff members.

Skills and Knowledge Required:

• Strong leadership and people management skills.
• Knowledge of HR operations, labour laws and compliance.
• Excellent interpersonal, communication and conflict-resolution skills.
• Strong organisational and process-building abilities.
• Ability to balance strategic thinking with operational execution.
• High level of professionalism, confidentiality and empathy.