HR Manager

Vashi Integrated Solutions; Turbhe; Sur place; INR 1 400 000 - 2 000 000; Plein temps

Résumé du poste

Vashi Integrated Solutions is seeking a senior HR leader to own end-to-end recruitment across the region and lead manpower planning, performance management, and HR operations with a strong emphasis on compliance and data-driven insights.

You will drive partnerships with regional leaders, build a robust talent pipeline, and ensure timely, fair processes from intake to joining. The role requires strategic oversight across India and hands-on execution in key HR areas.

Responsabilités

• Own every open role end to end: intake, search, interviews, offers and joining.
• Source directly via job portals, LinkedIn, referrals, market mapping, walk-ins, field drives, and consultants when speed matters.
• Screen and shortlist personally so managers see a few strong profiles, not many average ones.
• Run a clean interview process with scheduling, panel coordination, structured assessment, timely feedback and updates.
• Close the offer: compensation discussion, roll-out, references, notice navigation and day-one follow-up.
• Build and maintain a warm regional talent pipeline for repeat roles.
• Maintain a live hiring tracker by role, source, stage, and reasons for drop-offs.
• Own hiring metrics: plan achievement, turnaround time, cost per hire, offer-to-join, quality at six months.
• Work with regional leaders to build annual and quarterly manpower plans aligned with growth and cost targets.
• Track approvals vs actual headcount, flag risks early.
• Publish a monthly manpower dashboard showing hiring gaps, attrition trends and costs.
• Keep approvals, role clarity and manpower deployment moving without delay.
• Land every performance cycle on time with goal setting, mid-year review and annual appraisal.
• Track completion, calibration outcomes and distribution.
• Coach leaders through performance conversations and development plans.
• Connect performance with rewards and development.
• Read capability gaps from data, priorities and employee feedback.
• Drive the learning calendar with leadership programs and on-the-job interventions.
• Track training coverage and effectiveness, not just attendance.
• Show learning leading to productivity and growth.
• Run core HR operations: onboarding, documentation, payroll inputs, records and exits.
• Ensure 100% statutory and labour law compliance across locations (CLRA, Shops & Establishments, PF, ESIC, Bonus, Gratuity, Minimum Wages).
• Conduct periodic compliance audits and close observations on schedule.
• Work with Legal and external consultants on inspections and reporting.
• Lead Employee Relations and Employee Connect across India, ensuring fair and positive workplace.
• Handle grievances, disciplinary matters, investigations with due process.
• Proactively reduce disputes, absenteeism and unwanted attrition.
• Apply HR policy and Code of Conduct consistently across locations.
• Be the go-to person for sensitive people matters.
• Build HR dashboards and MIS on manpower, hiring, performance, learning, and compliance.
• Track timelines, deviations, root causes and corrective actions.
• Provide leadership with clear insights on risks and business impact.
• Maintain process discipline, documentation and consistency region-wide.

Connaissances

People management

Talent acquisition

Employee relations

HR analytics

Description du poste

• Own every open role in the region end to end — requisition intake, search strategy, interviews, offer negotiation and joining. You start it and you close it.
• Source directly and consistently: job-portal searches, LinkedIn, your own network, employee referrals, competitor and market mapping, walk-ins and field drives, plus consultants where they genuinely add speed.
• Screen and shortlist personally, so a hiring manager sees three strong profiles rather than thirty average ones.
• Run a clean, respectful interview process — scheduling, panel coordination, structured assessment, timely feedback — and keep every candidate informed at each stage, including the ones you do not select.
• Close the offer yourself: compensation discussion, offer roll-out, references and documentation, notice-period navigation, and staying in touch until day one so drop-outs do not surprise you.
• Build and maintain a warm pipeline for the region’s repeat roles, so critical positions never start from zero.
• Keep a live, honest hiring tracker — role-wise status, source-wise pipeline, stage-wise conversion and the real reason behind every drop-off.
• Own the numbers that follow: hiring plan achievement, turnaround time, cost per hire, offer-to-join ratio, quality of hire at six months and hiring manager satisfaction.

02 Manpower Planning & Workforce Governance

• Work with regional business leaders to build annual and quarterly manpower plans that match growth, productivity and cost targets — and that you can realistically hire against.
• Track approved versus actual headcount, spot deviations early and flag risks before they become escalations.
• Publish a monthly manpower dashboard with a clear view of hiring gaps, attrition trends and workforce cost.
• Keep approvals, role clarity and manpower deployment moving without delay across the region.

03 Performance Management

• Land every performance cycle on time — goal setting, mid-year review and annual appraisal.
• Track completion, calibration outcomes and performance distribution across the region.
• Coach business leaders through honest, objective performance conversations and practical development plans.
• Keep the line between performance, reward and development visible to employees, not just to HR.
• Read the region’s capability gaps from performance data, business priorities and what employees actually say.
• Drive the learning calendar on the ground — leadership programmes, functional training and on-the-job interventions.
• Track coverage, effectiveness and what changed after the training, not just attendance.
• Make sure learning shows up as better productivity, stronger bench and people who grow with us.

05 HR Operations & Statutory Compliance

• Run core HR operations cleanly — onboarding, documentation, payroll inputs, employee records and exits.
• Hold 100% statutory and labour law compliance across all locations, including CLRA, Shops & Establishments, PF, ESIC, Bonus, Gratuity and Minimum Wages.
• Run periodic compliance audits and close observations within the agreed timeline.
• Work with Legal and external consultants on inspections, notices and statutory reporting.

06 Employee Relations & Employee Connect — Pan-India

• Lead Employee Relations and Employee Connect across India, keeping the workplace fair, compliant and genuinely positive.
• Handle grievances, disciplinary matters, investigations and domestic enquiries with due process and discretion.
• Get ahead of problems — reduce disputes, absenteeism and the attrition we should not be losing.
• Apply HR policy, the Code of Conduct and disciplinary procedure consistently, location to location.
• Be the person regional and functional leaders call first on a sensitive people matter.

07 Insight, Reporting & Governance

• Build and maintain HR dashboards and MIS covering manpower, hiring, performance, learning, employee relations and compliance.
• Track timelines, deviations, root causes and corrective actions across every HR process you own.
• Bring leadership a clear story — what the numbers mean for the business and what risk needs attention.
• Hold the standard on process discipline, documentation and consistency across the region.