Manager- HR -

GMR Group; Delhi; On-site; INR 2,500,000 - 4,000,000; Full time

Job summary

GMR Group is seeking a Manager – HR (Renewable Business) to lead HR strategies for the Renewable Energy division, focusing on talent acquisition, employee engagement and HR operations.

The role requires 8–12 years of HR experience, an MBA in HR, and a track record in recruitment, engagement initiatives and HRIS data accuracy across project sites and corporate functions.

Qualifications

• MBA in HR required or equivalent HR postgraduate degree.
• 8–12 years of HR experience in related sectors likeRenewable energy, power, infra, EPC or manufacturing.
• Experience in talent acquisition, employee engagement and HR operations.

Responsibilities

• Lead end-to-end Talent Acquisition for renewable projects including workforce planning, sourcing, interviewing, selection, and onboarding.
• Partner with business leaders to understand manpower requirements for project sites, O&M, corporate and technical roles.
• Design and execute Employee Engagement initiatives to enhance morale, retention, and performance.
• Drive annual engagement calendar including townhalls, communication forums, rewards & recognition, and culture-building initiatives.
• Oversee HR Operations including employee lifecycle management, onboarding, exits, HRIS data accuracy, and documentation.
• Ensure compliance with labour laws and internal HR policies applicable to renewable operations.
• Support performance management processes including goal setting, mid-year and annual reviews.
• Prepare and analyse HR MIS reports for leadership reviews.

Skills

Talent Acquisition

Employee Engagement

HR Operations

HR Analytics

Leadership Development

Training Delivery

HR Technology

Employee Relations

Education

MBA in HR

Tools

HRIS

MS Excel

Job description

Job Purpose

The Manager – HR (Renewable Business) is responsible for driving Human Resources strategies and execution for the Renewable Energy business, with a strong focus on Talent Acquisition, Employee Engagement, and HR Operations.

ORGANISATION CHART

CHRO - Energy --> Manager HR

Responsibilities

KEY ACCOUNTABILITIES

Key Performance Indicators (KPIs)

• Lead end-to-end Talent Acquisition for renewable projects including workforce planning, sourcing, interviewing, selection, and onboarding

Hiring TAT, quality of hire, joining ratio, manpower plan adherence

• Partner with business leaders to understand manpower requirements for project sites, O&M, corporate and technical roles

Hiring forecast accuracy, stakeholder satisfaction

• Design and execute Employee Engagement initiatives to enhance morale, retention, and performance in project and corporate environments

Engagement survey scores, attrition rate, participation levels

• Drive annual engagement calendar including townhalls, communication forums, rewards & recognition, and culture-building initiatives

Engagement program effectiveness, employee feedback

• Oversee HR Operations including employee lifecycle management, onboarding, exits, HRIS data accuracy, and documentation

HR process TAT, data accuracy, audit observations

• HR support of Energy 2.0

Timelines

• Ensure compliance with labour laws, statutory requirements, and internal HR policies applicable to renewable operations

Zero non-compliance, timely statutory filings

• Support performance management processes including goal setting, mid-year and annual reviews
• Prepare and analyse HR MIS reports for leadership reviews

PMS cycle completion, quality of goal alignment

Accuracy, timeliness, actionable insights

KEY ACCOUNTABILITIES - Additional Details

EXTERNAL INTERACTIONS

• Recruitment agencies and consultants
• Statutory authorities and labour offices
• Training and engagement partners

INTERNAL INTERACTIONS

• Energy HR Team
• Business Heads – Renewable Projects
• Project Managers and Site Heads
• Finance, Legal, Admin and IT teams
• Employees across corporate and project locations

FINANCIAL DIMENSIONS

• Recruitment cost management and optimization
• HR vendor budgets
• Engagement and welfare program budgets
• L&D and Employee Engagement budget of approx.. 1 Cr..
• Employee strength across renewable business units
• Support for multiple project sites and corporate functions
• Direct handling of junior HR team members / executives (if applicable)

EDUCATION QUALIFICATIONS

• MBA in HR

Relevant Experience

• 8–12 years of HR experience, preferably in Renewable Energy, Power, Infrastructure, EPC or Manufacturing

COMPETENCIES

• Talent Review and Succession Planning (Practitioner)
• HR Analytics (Practitioner)
• Leadership Development (Practitioner)
• Training Program Delivery and Execution (Practitioner)
• HR Technology (Practitioner)
• Employee Relations Compliance (Proficient)
• Instructional Design (Practitioner)
• Training Need Analysis (Practitioner)
• Employee Engagement (Proficient)
• Social Awareness
• Entrepreneurship
• Personal Effectiveness
• Problem Solving & Analytical Thinking
• Planning & Decision Making
• Capability Building
• Strategic Orientation
• Stakeholder Focus
• Networking
• Execution & Results
• Teamwork & Interpersonal influence