Senior Manager/ AGM - Human Resources

K Raheja Corp; Mumbai; On-site; INR 2,500,000 - 4,000,000; Full time

Job summary

K Raheja Corp is seeking an experienced HR Business Partner to partner with senior leaders across corporate offices and projects in Mumbai. The role focuses on strategic HR, lifecycle management, and governance, ensuring alignment with business priorities and workforce planning needs.

You will drive performance culture, talent reviews, and development initiatives, while ensuring compliant HR policies, analytics, and effective stakeholder engagement in a dynamic setting.

Qualifications

• MBA/PG in HR or equivalent; strong people metrics understanding.
• 12-14 years of HR experience, ideally in HRBP or corporate HR.
• Experience handling lifecycle from onboarding to exit in corporate/projects.
• Collaboration with senior stakeholders and cross-functional teams.

Responsibilities

• Partner with business leaders and project heads to translate business priorities into HR interventions.
• Drive workforce planning, productivity insights and risk management.
• Lead end-to-end employee lifecycle management including onboarding, transfers and exits.
• Support performance management, talent development and succession planning.
• Design engagement initiatives and uphold organizational culture and values.
• Handle employee relations, grievances and policy compliance with confidentiality.
• Ensure HR processes are standardized across offices and projects.
• Prepare HR dashboards and provide data-driven leadership insights.

Skills

Strategic HR partnering

Stakeholder management

People analytics

Employee lifecycle management

Education

MBA / PG in HR

Job description

Role & responsibilities

1. HR Business Partnering

• Partner with business leaders and project heads to understand business priorities and provide strategic HR support.
• Translate business requirements into effective people strategies and HR interventions.
• Provide insights on workforce planning, employee productivity, organizational effectiveness and people-related risks.
• Drive a strong performance-driven culture and support leaders in managing people-related matters.

2. End-to-End Employee Lifecycle Management

• Manage the complete employee lifecycle, including onboarding, induction, confirmation, transfers, promotions, employee movements, separation and exit formalities.
• Ensure smooth onboarding and integration of new employees across the Corporate Office and Projects.
• Drive employee connect initiatives at key stages of the employee journey.
• Ensure timely completion of documentation, HR system updates and employee records.

3. Talent Management & Workforce Planning

• Partner with business leaders to identify manpower requirements and support workforce planning.
• Work closely with Talent Acquisition to facilitate hiring priorities and ensure timely fulfilment of positions.
• Support talent reviews, succession planning, career development and internal mobility initiatives.
• Identify critical talent and work with leaders on retention strategies and capability development.

4. Performance Management & Talent Development

• Drive the annual performance management cycle, including goal setting, mid-year reviews and year-end assessments.
• Facilitate performance discussions, goal alignment and performance improvement plans.
• Identify learning and development needs in collaboration with business leaders and the Learning & Development team.
• Support leadership development, capability building and career progression initiatives.

5. Employee Engagement & Culture

• Design and implement employee engagement, recognition, wellness and culture-building initiatives.
• Drive employee listening mechanisms, engagement surveys and action planning.
• Promote organizational values, inclusion, collaboration and employee well-being.
• Monitor employee morale and proactively address concerns impacting engagement and retention.

6. Employee Relations & Grievance Management

• Act as the first point of contact for employees and managers on HR-related matters.
• Address employee grievances, workplace concerns and conflict resolution with fairness and confidentiality.
• Coach managers on people management, performance conversations and employee-related decisions.
• Ensure adherence to organizational policies and support the resolution of sensitive employee matters.

7. HR Policies, Processes & Compliance

• Ensure consistent implementation of HR policies and processes across the Corporate Office and Projects.
• Partner with HR Operations and relevant stakeholders to ensure compliance with applicable labour laws and statutory requirements.
• Maintain accurate employee data, personnel records and HR documentation.
• Identify opportunities to simplify and standardize HR processes, leveraging HR systems and analytics.

8. HR Analytics & Reporting

• Prepare and analyze HR dashboards covering headcount, attrition, hiring, retention, employee engagement and performance.
• Monitor key people metrics and identify trends, risks and opportunities for intervention.
• Provide data-driven insights to leadership to support business and workforce decisions.
• Drive continuous improvement in HR processes through analytics and periodic reviews.

Preferred candidate profile

• MBA / Postgraduate qualification in Human Resources
• 12-14 years of relevant HR experience, preferably in HR Business Partnering or Corporate HR.
• Experience in managing the employee lifecycle for corporate functions and project-based teams.
• Strong understanding of performance management, talent management, employee engagement, employee relations and HR processes.
• Experience partnering with senior stakeholders and managing multiple business teams.

Key Competencies

• Strong business partnering and stakeholder management skills.
• Excellent communication, interpersonal and influencing abilities.
• Sound judgement, problem-solving and conflict-resolution skills.
• Strong analytical orientation and proficiency in HR reporting.
• Ability to manage multiple priorities and work in a dynamic business environment.
• High levels of integrity, confidentiality and employee centricity.