Senior Manager HR Operation

Intellectual Capital HR Consulting Pvt. Ltd.; New Delhi; On-site; INR 1,800,000 - 3,000,000; Full time

Job summary

Intellectual Capital HR Consulting Pvt. Ltd. looks for a seasoned HR professional to own and deliver services in C&B, performance management, compliance, HR analytics and HR operations.

The role includes budgeting, onboarding/offboarding, payroll management and data governance, with a focus on compliance and process improvements. The ideal candidate should have 7+ years of experience across HR functions, MBA/PGDM in HR, and a strong background in HR systems and labor-law compliance.

Qualifications

• MBA/PGDM in HR, with PM and C&B exposure.
• 7+ years of experience in Talent Acquisition, Payroll, C&B, HR systems, and compliance.

Responsibilities

• Own, manage and deliver HR services across C&B, performance management, compliance, analytics and operations.
• Lead HR AOP budgeting, cost optimization and variance tracking.
• Oversee offer making, onboarding, offboarding and employee lifecycle processes.
• Manage payroll processing, payslips, bonuses and LTIP/ESOP where applicable.
• Ensure HRMS administration, data integrity and regulatory compliance.

Skills

Partner Management

Analytical Skills

Systems Thinking

Eye for Details

Problem Solving

Education

MBA/PGDM in HR

Tools

HRMS

Payroll software

Job description

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