Human Resource Manager (Performance Management)

Krsnaa Diagnostics; Mumbai; On-site; INR 1,200,000 - 2,400,000; Full time

Job summary

Krsnaa Diagnostics is seeking an HR Manager to lead Talent Management, Employee Engagement, Organization Development and Performance Management Systems. Immediate joiner required for Pune Chinchwad location.

Responsibilities include end-to-end PMS governance, 9-box talent reviews, succession planning, and engagement surveys across multi-site operations. Requires 6–10 years of HR experience, and an HR-related degree; MBA preferred. Strong Excel/PowerPoint and audit-experience are essential.

Qualifications

• Bachelor's/Master's degree in HR/Business/Psychology or related field.
• 6–10 years of progressive HR experience with PMS/TM/OD ownership.
• Proven experience designing and implementing PMS, Balanced Scorecards, succession planning and 9-box frameworks.
• Strong exposure to audit and governance requirements.
• Understanding KPI design and workforce analytics.
• Advanced Excel/PowerPoint skills for MIS reporting; familiarity with HRMS/PMS tools.

Responsibilities

• Own end-to-end PMS design, rollout, and governance aligned to organizational goals.
• Design and maintain Balanced Scorecards and KPI cascades.
• Run annual/half-yearly appraisal cycles with calibration and sign-off.
• Lead talent management: 9-box grids, succession readiness, development plans.
• Manage employee engagement cycles, surveys, and action planning.
• Support OD diagnostics and org-structure reviews across zones.
• Ensure PMS and talent data integrity for audits and reporting.
• Act as primary liaison for zonal HRBPs and leadership.

Skills

Stakeholder management

Communication

Analytical thinking

Attention to detail

Change management

Education

Bachelor's/Master's in HR/Business/Psychology

MBA/PGDBA in HR (preferred)

Tools

Excel

PowerPoint

HRMS/PMS tools

MIS dashboards

Job description

Hi

We are looking for HR Manager ( Talent Management, Employee Engagement, Organization Development & Performance Management System), immediate joiner for Pune Chinchwad location.

Job Description-

Key Responsibilities

1. Performance Management System (PMS) Design & Governance

• Own end-to-end design, rollout and administration of the PMS, aligned to organizational goals.
• Design and maintain Balanced Scorecards and KPI cascades that translate strategic priorities into individual and team goals.
• Own the monthly Balanced Scorecard cycle employees self-fill scorecards every month; track submission compliance, follow up on non-fillers, and ensure manager review/sign-off happens on time each month.
• Consolidate monthly scorecard data into a running MIS so year-end ratings are backed by 12 months of documented, manager-reviewed evidence rather than end-of-cycle recall.
• Run the annual/half-yearly appraisal cycle end to end goal-setting, monthly scorecard tracking, mid-year review, final rating, calibration ensuring consistency across zones, departments and both entities.
• Maintain a defensible, auditable rating and calibration trail (evidence, manager comments, moderation minutes) for every review cycle.

2. Talent Management & Employee Engagement

• Drive succession planning maintain the 9-box talent grid, successor readiness ratings, and development plans for critical roles.
• Own the talent review calendar and governance rhythm, presenting talent outcomes to leadership (Group CEO / MD level) on a defined cadence.
• Partner with TA and L&D COEs on critical-role risk, internal mobility and career pathing, using attrition and tenure data (including early-tenure exit trends) to prioritise interventions.
• Maintain a live, version-controlled succession and talent database that can be produced on demand for management or audit review.
• Own the annual employee engagement calendar across both entities — plan, schedule and drive engagement activities, forums and rewards/recognition moments through the year.
• Design and run the employee engagement survey cycle (survey administration, results analysis, action-planning with zonal HRBPs/managers, and tracking closure of action items).
• Track engagement participation and action-closure metrics as part of the talent MIS, and report engagement health alongside attrition and succession data to leadership.

3. Organization Development (OD)

• Support design and periodic review of the org structure, role clarity, and reporting lines across zones, in line with the hub-and-spoke HR operating model.
• Lead culture, engagement and change-management interventions tied to the HR turnaround plan
• Design and facilitate OD diagnostics (structure, span of control, role-mapping) and translate findings into actionable workforce plans.

4. Goal Setting & Alignment

• Facilitate goal-setting across the organization, ensuring individual and team objectives are traceable to strategic/business priorities.
• Monitor goal progress through the cycle and guide managers on realignment or revision, with documented rationale for any changes.

5. Training & Communication

• Design and deliver manager and employee training on PMS, goal-setting, feedback and OD tools, with attendance and effectiveness records maintained.
• Ensure performance expectations, timelines and rating methodology are clearly and consistently communicated across all locations.

6. Audit, Compliance & Documentation

• Build and maintain PMS, TM and OD processes as fully documented, evidence-backed workflows (SOPs, approval trails, sign-offs) that stand up to internal and external audit.
• Ensure all appraisal, promotion, succession and OD decisions have supporting documentation and are retrievable for statutory, internal or client/NABL-linked audits.
• Track and close audit observations related to performance and talent processes within agreed timelines; maintain an audit-readiness checklist and evidence repository.
• Partner with Compliance/ER and Finance/Internal Audit teams on periodic process reviews and control testing relevant to PMS and talent data.

7. Data Analysis, MIS & Reporting

• Own the PMS and talent MIS — monthly scorecard fill rates, rating distributions, calibration outcomes, goal completion, succession coverage, 9-box movement — with a defined reporting cadence to leadership.
• Use data analytics to assess the effectiveness of PMS, TM and OD interventions and recommend improvements.
• Ensure data integrity and version control across all HR systems/trackers used for performance and talent decisions, so records reconcile cleanly during audits.

8. Continuous Improvement & Stakeholder Management

• Benchmark PMS, TM and OD practices against industry best practice and recommend enhancements suited to Krsnaa's multi-site, multi-vertical structure.
• Act as the primary point of contact for zonal HRBPs and business leaders across both KRPL and KDL on all PMS, TM and OD matters, ensuring two-way feedback loops and a common framework across entities.

Qualifications and Skills

• Bachelor's/Master's degree in Human Resources, Business Administration, Psychology or a related field; MBA/PGDBA in HR preferred.
• 6–10 years of progressive HR experience, with demonstrated ownership of Performance Management, Talent Management, Employee Engagement and/or OD in a multi-location or multi-vertical organization; healthcare/diagnostics or regulated-industry experience is an advantage.
• Proven experience designing and implementing PMS, Balanced Scorecards, succession planning and 9-box frameworks.
• Strong exposure to audit and governance requirements — comfortable building process documentation, evidence trails and control checklists that withstand internal/external audit scrutiny.
• Strong understanding of strategic alignment, KPI design, and workforce/people analytics.
• Advanced Excel/PowerPoint skills for MIS, dashboards and leadership reporting; familiarity with HRMS/PMS tools.
• Excellent stakeholder management, communication and facilitation skills across zones and seniority levels.
• High attention to detail and ability to handle confidential information with discretion.

Note- 6 Days working (Work From Office only)