Manager – HR (HRBP)

Plan India; Delhi; On-site; INR 1,000,000 - 1,800,000; Full time

Job summary

Plan India in Delhi seeks a Manager – HR (HR Business Partner) to provide end-to-end HR support across multiple grant-funded projects including GFATM and other donors. The role partners with project leadership to ensure workforce planning, recruitment, onboarding, employee engagement, training, performance management, compensation, and lifecycle management.

The position ensures timely HR service delivery, compliant documentation, and adherence to donor requirements and statutory provisions, with

Responsibilities

• Plan and proactively execute recruitment activities across assigned projects in coordination with project leadership and hiring managers.
• Coordinate the end-to-end recruitment process, including vacancy management, screening, shortlisting and interviews.
• Maintain systematic and accurate recruitment records in compliance with donor requirements.
• Coordinate post-joining formalities, onboarding and induction for new joiners.
• Support payroll-related HR processes, including validation and attendance/leave records for payroll.
• Maintain staff records and HR documentation across projects and consultants.
• Provide HR advisory to project teams on recruitment and lifecycle matters and ensure compliance with policies.
• Coordinate with stakeholders to ensure timely submission of attendance and HR records to authorities and donors.

Job description

Job Title: Manager – HR (HRBP)
Department: Human Resources
Location: Delhi
Grade: D
Reporting to: Sr. Manager-HR & OD
Duration: 31 st March 2027

Level Of Contact With Children: 3 (None or rare contact with children)
The position holder shall be responsible to adhere & work within the ambit of Plan India’s Safeguarding Children & Young People & Gender Equality Policies.

SUMMARY OF THE OVERALL JOB

The Manager – HR (HR Business Partner) will provide end-to-end HR support and strategic business partnering across multiple grant-funded projects including GFATM (Global Fund), OSC, Malaria, SCM, NACO-Communications, MICT & other grants. The role will partner with project and senior leadership to ensure effective workforce planning, recruitment and selection, onboarding, employee engagement, training and development, performance management, compensation and employee lifecycle management.

The position will ensure timely HR service delivery, systematic documentation, and compliance with organisational policies, donor requirements and applicable statutory provisions. Key responsibilities include managing high-volume recruitment, employee records, payroll-related HR coordination, full and final settlements, grievances and misconduct matters, and monthly attendance and HR documentation for submissions to State Governments. The role will also support statutory and donor audits, provide HR advisory to project teams, participate in donor and audit discussions.

KEY FUNCTIONS / RESPONSIBILITIES

1. Talent Acquisition and HR Operations

• Plan and proactively execute recruitment activities across assigned projects in coordination with project leadership and hiring managers.
• Use social media, professional networking platforms, job portals and other appropriate channels to identify and source suitable candidates.
• Review and evaluate applications against approved job descriptions and organisational requirements.
• Coordinate the end-to-end recruitment process, including vacancy management, screening, shortlisting, pre-screening interviews, interview coordination, selection and documentation.
• Develop and track recruitment metrics to monitor progress, ensure transparency and improve the efficiency and timeliness of hiring.
• Maintain systematic and accurate recruitment records in accordance with organisational policies and donor requirements.
• Ensure timely and effective closure of approved vacancies and develop a pool of qualified candidates for anticipated staffing needs.
• Research and recommend new sources for active and passive candidate recruitment and manage the engagement of recruitment agencies, recruiters and head-hunters, as required.
• Coordinate the preparation and issuance of offer letters and other appointment-related documents, ensuring completion of recruitment formalities in accordance with organisational policies.
• Manage and maintain personnel files and HR records of employees and consultants engaged across assigned projects.
• Coordinate post-joining formalities, onboarding and induction, ensuring that new joiners are familiar with relevant HR policies, procedures and organisational requirements.
• Coordinate HR processes relating to employee lifecycle management, including appointment and contract documentation, changes in roles and compensation, and other employment-related matters.
• Support payroll-related HR processes, including validation and coordination of employee data, attendance and leave records, and other inputs required for timely and accurate salary processing.
• Maintain and review staff timesheets and related records for appropriate allocation of personnel costs to the relevant grants and projects, including GFATM, wherever applicable.
• Ensure timely completion and documentation of performance appraisals, mandatory trainings and other periodic HR processes.
• Prepare and consolidate HR reports, including recruitment status, Performance Management System (PMS), People Measures, workforce data and other project-specific or organisational reports.
• Coordinate with project teams and relevant stakeholders to ensure timely submission of attendance and HR records required by State Governments, donors and other authorised bodies, as applicable.
• Support HR-related statutory compliance, donor requirements and internal and external audits across assigned projects.

2. HR Business Partnering and Stakeholder Management

• Act as the HR Business Partner for assigned grant streams, providing HR advice and operational support to project and senior leadership.
• Work closely with Project Directors, Project Leads, State-level teams and hiring managers to understand workforce requirements and facilitate effective HR planning and service delivery.
• Advise project teams on recruitment, staffing, employee lifecycle matters, compensation-related processes, HR policies and applicable compliance requirements.
• Monitor HR requirements across projects and locations, proactively identifying staffing gaps, operational challenges and potential employee-related risks.
• Coordinate with internal departments, State Government representatives, donors and other stakeholders on HR-related matters, as required.
• Ensure consistent implementation of organisational HR policies and procedures across assigned projects while addressing project-specific requirements within approved frameworks.
• Maintain accurate and timely workforce information, HR documentation and compliance records to support management decisions, donor reporting and audits.

3. Training and Development

• Identify training and development needs across assigned projects in consultation with project leadership and relevant stakeholders.
• Orient new joiners on organisational HR policies, procedures, the Code of Conduct and other relevant workplace requirements.
• Coordinate the design and implementation of training and development programmes based on organisational, project and individual needs.
• Monitor training budgets and expenditure to ensure activities remain within approved allocations.
• Support the development and preparation of training materials for in-house programmes.
• Coordinate training delivery with internal and external facilitators and other stakeholders.
• Ensure completion of mandatory and statutory training requirements, including applicable workplace compliance and POSH awareness programmes.
• Coordinate the evaluation of training programmes and maintain records of participation, completion and feedback.
• Research relevant workplace learning technologies, methodologies and good practices and share appropriate recommendations.
• Maintain systematic documentation of training needs, plans, attendance, expenditure and programme outcomes.

4. Employee Relations, Grievance Management

• Support the effective management of employee grievances and workplace concerns in accordance with organisational policies and established procedures.
• Coordinate the documentation and follow-up of grievance, misconduct and other employee relations matters, maintaining appropriate confidentiality and procedural fairness.
• Provide guidance to project teams on employee relations matters and facilitate appropriate resolution or escalation in line with organisational procedures.
• Maintain appropriate records and documentation relating to employee relations and statutory responsibilities, with due regard to confidentiality.

5. Exit Process and Full & Final Settlement

• Ensure that employee exit procedures are completed in accordance with organisational policies, including timely communication to relevant departments and stakeholders.
• Coordinate exit interviews, clearance formalities, documentation and payroll-related paperwork.
• Ensure timely processing and follow-up of full and final settlements, including coordination with relevant departments for resolution of outstanding matters.
• Maintain accurate exit records and analyse relevant exit information, where required, to support HR reporting and management review.

6. Employee Engagement and Organisational Support

• Support the planning and implementation of employee engagement and employee communication initiatives across assigned projects and locations.
• Coordinate with project teams to promote employee awareness of organisational policies, HR processes and relevant workplace initiatives.
• Support initiatives relating to employee experience, organisational culture and effective communication between employees and management.
• Assist in identifying recurring workforce concerns and recommend appropriate actions to the reporting manager.

7. Compliance, Audit and Documentation

• Ensure systematic maintenance of HR records and documentation in accordance with organisational policies, applicable statutory requirements and donor-specific conditions.
• Coordinate the preparation and submission of HR documents, reports and records required for statutory, donor and internal audits.
• Respond to HR-related audit observations and coordinate with relevant stakeholders to provide supporting documentation and follow up on agreed corrective actions.
• Maintain accurate project-wise workforce, attendance, timesheet and personnel cost-allocation records, as applicable.
• Ensure appropriate confidentiality, accuracy and security in the handling of employee information and HR documentation.

8. Other Responsibilities

• Contribute to improvements in HR processes, systems, reporting and service delivery.
• Undertake any other responsibilities assigned by the reporting manager that are consistent with the position and organisational requirements.

COMPENSATION AND EMPLOYMENT

Plan is an equal opportunity employer and qualified women candidates are encouraged to apply. Our policies and procedures reflect our commitment to child rights and child protection.