Senior Manager HR Operation

Intellectual Capital Hr Consulting; Pune District; On-site; INR 1,500,000 - 2,800,000; Full time

Job summary

Intellectual Capital Hr Consulting invites an experienced HR professional to lead end-to-end HR operations, C&B, compliance, PM, analytics and payroll functions for our client organizations in Pune. The role demands strategic oversight, process improvements and tight collaboration with Finance and legal teams.

You will drive budgeting, onboarding, performance rewards, data management and HRMS initiatives, while ensuring regulatory compliance and efficient vendor management.

Qualifications

• Post-graduation MBA/PGDM in HR is required.

Responsibilities

• Own and deliver services in C&B, PM, HR Compliance, HR Analytics and HR Operations.
• Analyze HR budget, headcount, and costs; align with Finance on debits and variances.
• Manage onboarding, offboarding, offers, letters and exits, including full and final settlements.
• Oversee Performance & Rewards, incentive schemes and LTIP/ESOP processes.
• Ensure compliance with labor laws; manage audits, licensing and vendor payments.
• Administer HRMS, data management, and drive digital HR projects.
• Drive IJP GIJP JE plans and raise adoption.
• Payroll management and liaison with third-party payroll teams for tax docs.

Skills

Partner management

Analytical skills

Systems thinking

Attention to detail

Problem solving

Talent acquisition

Payroll management

C&B

HR systems

HR operations

Labor laws

Analytics exposure

Education

MBA/PGDM in Human Resources

Certification in Project Management

Certification in Compensation & Benefits

Job description

JOB DESCRIPTION

1. JOB PURPOSE

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