PMS/HRIS - Group HR Manager

Pers Enterprises; Chennai District; On-site; INR 900,000 - 1,300,000; Full time

Job summary

Pers Enterprises seeks an HR PMS / HRIS Manager to drive organizational development across group companies. You will shape strategies for performance, culture, and structures, bridging HR with business needs.

Responsibilities include change management, talent development, and process improvement, with leadership coaching and analytics to inform decisions. The role emphasizes collaboration with executives and HR teams to enable growth and adaptability.

Qualifications

• Change management: plan, communicate and implement transitions.
• Leadership coaching: mentor managers and staff at all levels.
• Analytical thinking: use data to drive OD initiatives and decisions.
• Effective communication: influence stakeholders across the organization.
• Project management: run OD projects from inception to delivery.
• HR expertise: deep HR knowledge including talent, performance and development.

Responsibilities

• Develop and implement organizational development strategies aligned with goals.
• Collaborate with leadership to improve processes, structure and workforce capability.
• Foster positive culture supporting growth and development.
• Lead change management initiatives with planning and execution.
• Coach managers and teams on managing change effectively.
• Design leadership development and succession plans for the organization.
• Create learning initiatives to enhance employee skills and capabilities.
• Partner with stakeholders to align OD with business needs and strategy.

Skills

Change Management

Leadership & Coaching

Analytical Thinking

Communication

Project Management

HR Expertise

Job description

Role & responsibilities

HR PMS / HRIS Manager focuses on improving the overall effectiveness and health for group companies by implementing strategies to enhance employee performance, workplace culture, and organizational structures.

This role typically bridges HR functions with business strategy, ensuring that the organization is equipped to adapt to changing environments and future challenges.

Core Responsibilities:

1. Organizational Development Strategy:

Develop and implement OD strategies that align with the organization's goals and objectives.

Work with leadership to identify areas for improvement in organizational processes, structure, and workforce capabilities.

Foster a positive and engaging workplace culture that supports growth and development.

2. Change Management:

Lead change management initiatives, including planning, communication, and implementation strategies.

Support employees through transitions (e.g., organizational restructuring, culture shifts).

Train and coach managers and teams on how to manage change effectively.

3. Talent Management:

Collaborate with HR teams to develop strategies for talent acquisition, development, and retention.

Oversee leadership development programs and succession planning.

Implement learning and development programs that enhance employee skills and capabilities.

4. Performance Management:

Design and manage performance management processes to ensure continuous employee feedback and development.

Collaborate with managers to set performance goals and provide guidance on employee evaluations.

Monitor and enhance employee productivity and engagement.

5. Employee Engagement and Culture:

Drive initiatives to boost employee morale, engagement, and satisfaction.

Conduct employee engagement surveys and develop action plans to address concerns.

Cultivate an inclusive and diverse workplace that promotes collaboration and innovation.

6. Leadership Development:

Design and facilitate leadership development programs aimed at equipping managers with the skills needed to lead teams effectively.

Identify high-potential employees for future leadership roles and develop tailored growth plans for them.

7. Process Improvement:

Assess and refine organizational processes to increase efficiency and effectiveness.

Develop metrics and analytics to track the success of OD initiatives and make data-driven decisions.

8. Collaboration with Stakeholders:

Work closely with business leaders, department heads, and HR teams to align OD initiatives with business needs.

Act as a consultant to different departments regarding team dynamics, organizational issues, and employee development.

Skills Required:

Change Management: Strong experience in planning and executing change management strategies.

Leadership and Coaching: Ability to coach and mentor managers and employees at all levels.

Analytical Thinking: Ability to use data and assessments to drive OD initiatives and decisions.

Communication: Excellent communication skills for influencing and collaborating with stakeholders across the organization.

Project Management: Ability to manage OD projects from inception to implementation, ensuring alignment with organizational goals.

HR Expertise: Deep understanding of HR functions, including talent management, performance management, and employee development.