Senior Manager - HR Operations

Amaha; Mumbai; On-site; INR 1,800,000 - 2,800,000; Full time

Job summary

Amaha is seeking an experienced Senior HR Manager Operations HRBP to lead HR operations and partner with business leaders to build a high-performing workforce.

This role blends operational excellence with strategic HR business partnering, overseeing onboarding, payroll, compliance, and governance while driving continuous improvement and data-driven decision making across the organization.

Qualifications

• Experience leading HR operations in a large organization.
• Proven HRBP capabilities with business partnering.
• Expertise in employment laws and compliance.
• Experience with HRIS and analytics.

Responsibilities

• Partner with business leaders to align HR initiatives with business goals.
• Coach managers on performance and development.
• Drive employee relations and resolve issues.
• Oversee end-to-end employee lifecycle processes.
• Ensure payroll inputs and HR records accuracy.
• Lead policy governance and compliance.
• Drive cross-functional HR projects and process improvements.

Skills

Stakeholder management

HR operations

HRIS

HR analytics

Payroll compliance

Communication skills

Change management

Education

MBA/PGDM HR

Job description

Job Description

About the Role

We are looking for an experienced and people-centric Senior HR Manager Operations HRBP to lead HR operations while partnering closely with business leaders to build a high-performing and engaged workforce. This role combines operational excellence with strategic HR business partnering, ensuring seamless employee lifecycle management while enabling business growth through effective people practices.

The ideal candidate is equally comfortable driving HR processes, solving complex employee matters, influencing stakeholders, and implementing scalable HR initiatives.

Key Responsibilities

HR Business Partnering

• Partner with business leaders to understand workforce needs and align HR initiatives with business objectives.
• Provide guidance on organization design, workforce planning, talent management, and employee engagement.
• Coach managers on performance management, employee development, and leadership effectiveness.
• Drive employee relations and resolve complex workplace issues with fairness and professionalism.
• Support change management initiatives during periods of organizational growth and transformation.

HR Operations

• Lead end-to-end employee lifecycle processes including onboarding, confirmations, transfers, promotions, exits, and offboarding.
• Ensure accurate and timely execution of payroll inputs, employee records, HR documentation, and statutory compliance.
• Maintain HR policies, SOPs, and governance processes while ensuring adherence across the organization.
• Oversee HRIS administration and drive process automation and operational efficiency.
• Monitor HR metrics and prepare dashboards to support business decision-making.

Performance Talent Management

• Drive the performance management cycle including goal setting, reviews, promotions, and talent discussions.
• Support succession planning and career development initiatives.
• Identify learning needs and partner with L D teams to build capability across the organization.

Employee Experience

• Lead employee engagement initiatives and action plans based on feedback.
• Ensure a positive employee experience throughout the employee lifecycle.
• Foster an inclusive, collaborative, and high-performance culture aligned with organizational values.

Compliance Governance

• Ensure compliance with applicable labour laws and statutory requirements.
• Support POSH compliance and other regulatory requirements.
• Maintain accurate HR documentation and audit readiness.

Process Improvement Projects

• Identify opportunities to simplify and improve HR processes.
• Lead cross-functional HR projects, including policy implementation, HR technology enhancements, and organizational initiatives.
• Drive continuous improvement through data-driven insights and best practices.

Skills Competencies

• Strong stakeholder management and influencing skills.
• Excellent understanding of HR operations and employment legislation.
• Experience managing HRIS and HR analytics.
• Strong problem-solving and decision-making capabilities.
• High emotional intelligence and conflict resolution skills.
• Excellent communication and interpersonal skills.
• Ability to manage multiple priorities in a dynamic environment.

Positive contribution to organizational culture and business outcomes.