Manager - Human Resources

Digi Pro; Bengaluru; On-site; INR 1,800,000 - 2,800,000; Full time

Job summary

Digi Pro is seeking an experienced HR Manager to lead a 10-member HR team across recruitment, HR operations, and admin functions in Bengaluru. You will shape scalable HR systems as the business grows, moving decisions from instinct to data and partnering with leaders to design workforce strategies.

The role requires 10–12 years in HR, MBA in HR, and proven ability to scale an HR function in a fast-growing company. Strong labour law knowledge and payroll oversight are essential.

Qualifications

• MBA in HR with 10–12 years of progressive HR experience
• Experience leading teams (3–4 years) in recruitment and HR operations
• Experience scaling an HR function in a growing organization
• Strong knowledge of labour law and payroll processes

Responsibilities

• Lead end-to-end HR functions across recruitment and HR operations
• Build scalable HR systems and dashboards for leadership
• Oversee admin infrastructure and facilities
• Partner with departments to align HR initiatives with business needs
• Drive employee engagement and develop future team leads

Skills

Communication skills

People leadership

End-to-end HR

Labour law & payroll

HR tech improvements

HR analytics & HRMS

Change management

Stakeholder management

Education

MBA in HR

Tools

HRMS

ATS

Engagement platforms

Job description

Team Size Manages a team of 10 (Recruitment, HR Operations & Admin)

Reports To Head of HR / Leadership

Location [Insert Location]

Experience 10–12 years

Qualification MBA in HR

Role Summary

The HR Manager owns end-to-end HR function management, leading a team of 10 across recruitment and HR operations.

Beyond running day-to-day people operations, this role is expected to shape how HR scales with the business — building systems and a team that stay reliable as headcount grows, moving decisions from instinct to data, and making HR a function other departments actively partner with rather than route around.

The role also oversees admin infrastructure, making this a genuinely end-to-end people and workplace charter.

Key Responsibilities

1. Team & Recruitment Management

• Manage a team of 10, overseeing day-to-day operations and priorities
• Manage the recruitment team — set hiring targets, track pipeline and closures
• Review recruitment metrics (TAT, cost/quality of hire, offer-to-join ratio) and course-correct as needed
• Build a scalable hiring engine — sourcing channels, interview panels, and employer branding — so recruitment holds up as the company grows

2. HR Operations

• Ensure onboarding, payroll, and related HR operations run accurately and on time
• Set up and maintain SOPs, policies, and documentation across HR processes
• Continuously improve processes and implement HR technology/tools (HRMS, ATS, engagement platforms) to reduce manual effort and improve turnaround
• Build HR dashboards and reporting so leadership can track people metrics in real time, not just at review cycles

3. People Management

• Handle the team directly — conduct regular 1-1s, monthly evaluations, and appraisals
• Drive engagement, mentoring, and development within the team, including identifying future team leads
• Manage employee relations, grievances, and people issues with sound judgment and discretion
• Champion culture-building initiatives that keep engagement high as the organization scales

4. Stakeholder Management & Compliance

• Partner with peers across departments to align HR initiatives with business needs
• Ensure statutory and policy compliance across all HR and people processes
• Represent HR in cross-functional discussions and leadership reviews
• Act as a trusted advisor to leadership on org design, workforce planning, and people risk

5. Admin Infrastructure

• Manage admin infrastructure and facilities in addition to HR responsibilities
• Track and report on all admin activities to ensure smooth office operations

Strategic Focus Areas — The Way Forward

• HR Technology & Analytics: Consolidate HR data onto fewer, better-integrated systems; introduce dashboards for attrition, hiring funnel health, and training ROI
• Scalable Structures: Build role clarity, career ladders, and SOPs that let the team (and the company) grow without HR becoming a bottleneck
• Employer Branding: Strengthen the company's positioning as an employer of choice to improve hiring quality and reduce cost/time-to-hire
• Manager Enablement: Equip people managers across the company with tools and training to run better 1-1s, feedback, and performance conversations
• Succession & Retention: Build visibility into critical roles and flight risks, with proactive retention and internal mobility plans

Skills Required

• Excellent communication skills, both written and verbal
• Strong people handling and team leadership capability
• Proven experience managing end-to-end HR functions independently
• Sound understanding of labour law, statutory compliance, and payroll processes
• Process orientation with the ability to drive technology-led improvements
• Working knowledge of HR analytics and HRMS platforms to support data-backed decisions
• Change management skills to help teams adopt new processes and tools smoothly
• Strong stakeholder management and cross-functional collaboration skills

Qualification & Experience

MBA in Human Resources with 10–12 years of progressive HR experience, including at least 3-4 years in a team-handling / managerial capacity across recruitment and HR operations. Experience scaling an HR function in a growing organization is a