Senior Manager HR Operation

Intellectual Capital HR Consulting Pvt. Ltd.; Ahmedabad District; Sur place; INR 1 300 000 - 2 100 000; Plein temps

Résumé du poste

Intellectual Capital HR Consulting Pvt. Ltd. in Ahmedabad seeks an senior HR professional to own and deliver services spanning C&B, performance management, HR compliance, HR analytics and HR operations.

You will lead budgeting, onboarding/offboarding, and payroll coordination, while partnering with Finance, IT and department heads to ensure smooth HR process execution and accurate data management. 7+ years of experience and an MBA/PGDM in HR are preferred.

Qualifications

• Post-graduation in Human Resources with strong analytical mindset.
• Experience in C&B, payroll, HR operations and compliance is essential.
• Certifications in PM and C&B add value for this senior role.

Responsabilités

• Own HR AOP & budgeting, cost optimization and variance analysis.
• Oversee offer, onboarding, offboarding, and employee lifecycle.
• Lead performance management, rewards, LTIP/ESOP and incentive programs.
• Manage HR operations, compliance, vendor relations and payroll processes.
• Administer HRMS, data accuracy and annual PMS benchmarking.
• Drive IJP/GIJP initiatives and job evaluation reporting.
• Ensure data governance and analytics to inform leadership decisions.
• Coordinate with finance, IT and department heads on HR data and processes.

Connaissances

Partner Management

Analytical Skills

Systems Thinking

Eye for Details

Problem Solving

Formation

MBA/PGDM in HR

Certification in Project Management

Certification in Compensation & Benefits

Description du poste

JOB DESCRIPTION

To own, manage and deliver services pertaining C&B, Performance Management, HR Compliance, HR Analytics and HR Operations.

3. PRINCIPAL ACCOUNTABILITIES

• HR AOP & Budgeting: Analyze, benchmark and make recommendations on HR Budget, Headcount, Cost Optimization & HR initiatives. Monitor, report and ensure execution of AOP initiatives. Coordinate and align Finance on cross-company debits and reconcile HR costs, tracking variance to budget.
• Offer Making, On-boarding & Off-boarding: Formulate, process & roll-out Offer/Appointment Letters post due diligence. Manage the entire onboarding process (induction, documentation, employee files, assets). Manage exit formalities, ensure timely closure of full and final settlements.
• Performance & Rewards: Monitor, report and enable closure of the Performance Management process (Goal Setting, Feedback, Reviews). Review incentive schemes, identify drivers/gaps, and provide recommendations. Build SOPs and execute process improvements for Long-Term Incentive Plans and R&R. Deliver annual compensation & rewards (Increments, Bonus, LTIP/ESOP). Coordinate and execute Recognition Programs.
• HR Operations & Process Management: Partner with legal, compliance & internal audit to ensure monitoring and compliance to labor laws. Manage compliance vendors and ensure timely filing of returns. Support disciplinary proceedings. Manage employee exits/transfers. Monitor PF, ESIC & regulatory bodies. Maintain updated electronic records and manage licenses under relevant labor acts. Process and manage vendor database and payments.
• HR Operations: Benchmark best practices and provide ideas to enhance employee experience. Manage HRMS database and digital HR projects. Administer HRMS, ensuring availability and business continuity. Manage Company Laptop Policy.
• IJP, GIJP & JE: Design and execute plans to enhance adoption and usage of Internal Job Postings (IJP). Manage GIJP and reporting for Job Evaluation.
• Payroll Management: Project manage HRMS transitions/enhancements. Ensure accurate and timely processing of monthly payroll (Payslips, Salary Payouts, Bonus, LTIP, ESOP). Prepare pay registers and maintain liaison with third-party payroll teams. Ensure statutory compliance and coordination with finance for tax documents.
• Data Management: Update master data for active/inactive employees. Share data with relevant teams for benefits/welfare. Maintain physical dossiers. Analyze and report on attrition and incentives. Govern data availability in HR tools. Analyze exit interview data for insights on retention. Support Annual PMS & Benchmarking exercises.

4. MAJOR CHALLENGES

• Handling disparate data for attrition and incentives.
• Early stages of performance management, process compliance, and engagement culture.
• Cultural limitations and organizational dynamics impacting talent mobility.
• Lack of tools/support for HR analytics.

5. DECISIONS

• Vendor assessment and payouts.
• System enhancements and approach within scope and budgets.
• Data structuring, storage, and management.

6. INTERACTIONS

• Internal: Finance Team (salary/payments), IT Team (assets/systems), Department Heads (team/incentive data).
• External: Vendors, consulting partners, Government Liaisons.

7. SKILLS AND KNOWLEDGE

• Educational Qualifications: Post-graduation (preferably MBA/PGDM) in Human Resources. Certification in Project Management and Compensation & Benefits preferred.
• Behavioral Skills: Partner Management, Analytical Skills, Systems Thinking, Eye for Details, Problem Solving.
• Work Experience: 7+ years of experience, including Talent Acquisition, Payroll Management, C&B, HR Systems, HR Operations, and knowledge of labor laws and compliance. Exposure to Analytics is required.
• Seniority Level