Senior Manager- Human Resources

Indian Institutes of Public Health (IIPHs); Delhi; Hybrid; INR 1,800,000 - 2,400,000; Full time

Job summary

Public Health Foundation of India (PHFI) invites applications for Senior Manager – Human Resources. The role partners with the HR Incharge to shape and execute strategic and operational HR across functions, ensuring alignment with institutional goals and governance standards.

Lead organizational effectiveness, workforce planning, compensation and benefits, employee relations, and HR analytics. Opportunities exist for broader leadership responsibilities based on performance and organizational

Qualifications

Responsibilities

• Develop and implement HR strategy and priorities aligned with organizational objectives.
• Support workforce planning, budgeting and organizational effectiveness initiatives.
• Lead employee relations, grievances, workplace investigations, and compliance across locations.
• Oversee compensation and benefits processes and benchmarking.
• Ensure HR processes across lifecycle are compliant with labour laws and governance requirements.
• Drive HR technology adoption, dashboards and data-driven decision making.
• Provide leadership and coaching to HR team, build partnerships with senior leadership.

Skills

Strategic HR leadership

Organizational development

Stakeholder management

HR analytics

Change management

Education

Master’s degree or postgraduate qualification in HR/OD/Business Administration

Tools

HRIS

Workforce analytics

Job description

Brief On The Organization

The Public Health Foundation of India (PHFI) is working towards building a healthier India. It is helping to address the limited institutional and systems capacity in India by strengthening education and training, advancing research and technology and facilitating policy and practice in the area of Public Health. PHFI is headquartered in New Delhi with national presence through its constituent units of regional Indian Institutes of Public Health (IIPHs) and Centers of Applied Research in core public health themes. The Foundation, established in 2006 as a public private initiative, is governed by an independent board comprising of senior government officials, eminent Indian and International academic and leaders, civil society representatives and corporate leaders. For more information, please visit the website www.phfi.org.

Job Summary

The Senior Manager – Human Resources will work closely with the HR Incharge to provide strategic and operational leadership across key HR functions. The role will oversee designated HR activities, support the implementation of the organization’s people strategy, and build strong relationships with leadership and stakeholders. Based on demonstrated performance, leadership capability, and readiness, the incumbent may be considered for broader responsibility, including the role of Head of Human Resources, subject to organizational requirements and approvals.

Deliverables

Strategic HR & Organizational Effectiveness

• Support the HR Incharge in developing and implementing the organization’s HR strategy and annual HR priorities in alignment with institutional objectives.
• Translate organizational priorities into effective people strategies, policies, systems and programs.
• Support workforce planning, manpower budgeting and organizational effectiveness initiatives in consultation with organizational leadership.
• Contribute to organizational change, restructuring and transformation initiatives through appropriate people strategies and change-management interventions.
• Strengthen organizational effectiveness through continuous review and improvement of HR policies, systems, structures and processes.
• Promote a high-performance culture based on accountability, collaboration, inclusion, continuous learning and organizational values.
• Develop the ability to independently assess organizational people issues and provide evidence-based recommendations to senior leadership.
• Contribute to the development of an integrated HR approach across different HR functions and organizational locations.

Employee Engagement, Employee Relations & Workplace Experience

• Develop and implement initiatives to strengthen employee engagement, organizational culture, wellbeing and overall employee experience.
• Monitor employee sentiment and emerging workplace issues and recommend appropriate interventions.
• Lead or oversee employee relations matters, including grievances, workplace concerns, conflict resolution and disciplinary matters, in accordance with organizational policies and applicable law.
• Support fair, consistent and timely handling of employee grievances and workplace investigations.
• Promote a respectful, inclusive and psychologically safe workplace.
• Support initiatives relating to diversity, equity and inclusion, safeguarding and prevention of workplace harassment.
• Strengthen employee communication and engagement mechanisms to promote transparency, trust and collaboration.

Compensation, Benefits & Recognition

• Support the HR Incharge in developing and implementing compensation and benefits strategies consistent with organizational priorities, internal equity and relevant market benchmarks.
• Support salary benchmarking, compensation analysis and review of internal parity and equity.
• Provide data-driven inputs for annual compensation reviews and other compensation-related decisions.
• Ensure effective administration and communication of employee benefits and reward programs.
• Support recognition initiatives that reinforce desired behaviours, performance and organizational values.
• Monitor compensation trends and identify potential risks relating to pay equity, competitiveness and employee retention.

HR Operations, Compliance & Governance

• Manage and continuously improve HR processes across the employee lifecycle, including onboarding, employment contracts, probation, confirmation, employee records, transfers, promotions, separation and exit processes.
• Ensure timely, accurate and consistent delivery of HR services across locations and employee categories.
• Ensure adherence to applicable labour and employment laws, statutory requirements, POSH requirements, safeguarding standards, organizational policies and governance requirements.
• Monitor regulatory developments and facilitate timely review and implementation of changes in HR policies and practices.
• Strengthen HR documentation, records management, confidentiality, internal controls and audit readiness.
• Identify and proactively manage HR-related risks and compliance gaps.
• Coordinate with relevant internal and external stakeholders on HR compliance, statutory and governance matters.
• Develop the capability to independently oversee the HR function’s compliance and governance framework.

HR Technology, Analytics & Digital Transformation

• Strengthen the use of HRIS and digital tools to improve efficiency, data quality, employee experience and decision-making.
• Develop and maintain meaningful HR dashboards and management reports covering workforce trends, attrition, vacancies, employee engagement, performance, learning, compensation and other key people metrics.
• Use workforce analytics to identify trends, risks and opportunities and provide evidence-based recommendations to management.
• Identify opportunities for automation, process simplification and use of emerging digital and AI-enabled HR solutions.
• Promote responsible use of technology and AI in HR, with due regard to confidentiality, data privacy, ethics and organizational policies.
• Drive continuous improvement and data-driven decision-making across HR processes.

HR Team Leadership & Stakeholder Management

• Provide guidance, coaching and development support to members of the HR team, fostering accountability, collaboration and professional growth.
• Establish clear priorities, roles, responsibilities and performance expectations within areas of responsibility.
• Build a collaborative, service-oriented and accountable HR team culture.
• Build and maintain effective relationships with senior leadership, Institute/department heads, managers and employees to understand workforce needs and provide appropriate HR solutions.
• Act as a trusted HR advisor to managers and organizational leaders on people, performance, employee relations and organizational matters.
• Facilitate effective coordination and collaboration between different HR teams/functions to ensure integrated and consistent HR service delivery.
• Represent the HR function in relevant committees, meetings and organizational forums, as delegated by the HR Incharge.
• Progressively assume broader leadership responsibility for the HR function as demonstrated capability and organizational requirements warrant.

Leadership Potential & Readiness for Head of HR Role

• Strategic understanding of the organization’s mission, operating environment and people priorities.
• Ability to integrate different HR functions into a coherent and organization-wide HR strategy.
• Sound judgement and ability to handle complex and sensitive people matters.
• Ability to advise and influence senior leaders and other key stakeholders.
• Strong ethical standards, discretion and confidentiality.
• Ability to lead, motivate and develop the HR team.
• Commercial/organizational acumen and understanding of the implications of HR decisions on institutional sustainability.
• Ability to use data, technology and analytics to inform HR decisions.
• Demonstrated ownership, initiative, accountability and ability to operate with increasing autonomy.
• Readiness to take responsibility for the overall HR function, subject to organizational assessment and approval.

Key Deliverables / Success Measures

• Effective implementation of agreed HR strategy, priorities and initiatives.
• Strengthened performance management and organizational capability.
• Improved employee engagement and employee experience.
• Effective learning and leadership development initiatives.
• Timely and effective resolution of employee relations and workplace issues.
• Effective administration and continuous improvement of compensation and benefits processes.
• High standards of HR service delivery and responsiveness.
• Strong labour-law, POSH and HR policy compliance and audit readiness.
• Improved quality and use of HR data and analytics for management decision-making.
• Increased process efficiency through digitization, automation and continuous improvement.
• Effective development and performance of the HR team.
• Consistent implementation of HR policies and processes across locations and employee categories.
• Proactive identification and management of HR risks.
• Demonstrated growth in strategic leadership, independent judgement and readiness to assume broader HR responsibility.

Qualification

Essential

• Master’s degree or Postgraduate qualification in Human Resources, Organizational Development, Business Administration, or a related field.

Desirable

• Master’s in Labor Law, Psychology, or Organizational Development.
• Credentials like SHRM-CP, SHRM-SCP, or SPHR strongly preferred.

Experience

Essential

• 12-15 years of progressive experience in Human Resources, including at least 7 years in a managerial or leadership capacity.
• Experience working in NGOs, INGOs, research/ Academic institutions, or multi-location organizations will be an added advantage.
• Thorough understanding of New Indian labour legislation, POSH regulations, safeguarding principles, and DEI frameworks.
• Strong knowledge of applicable Indian labour and employment laws and statutory requirements.
• Sound understanding of POSH requirements, safeguarding principles and contemporary diversity, equity and inclusion practices.
• Demonstrated ability to operate at both strategic and operational levels.

Desirable

• Demonstrated experience in HRIS, workforce analytics, digital HR solutions, and emerging AI applications in HR.
• Strong abilities in stakeholder engagement, people management, coaching, facilitation, communication, and organizational change management.
• High standards of integrity, professionalism, confidentiality, and proficiency in Microsoft Office applications and HR systems.

Skills & Competencies

• Strategic HR leadership and organizational effectiveness.
• Performance management and organizational capability. development.
• Employee engagement, culture building and retention.
• Learning, development and capability building.
• Employee relations, conflict management and grievance resolution.
• Compensation and benefits management.
• HR governance, labor-law and statutory compliance.
• Stakeholder management and consultative HR partnering.
• HR analytics, digital transformation and process optimization.
• Change management and organizational development.
• Strategic thinking and organizational acumen.
• Sound judgement, problem-solving and decision-making.
• Coaching, facilitation and people leadership.
• Ability to work with increasing autonomy and take ownership.
• High integrity, confidentiality and professional judgement.

Last Date of Receipt of Applications: 27 September 2026.

Remarks

• Candidates are requested to refer PHFI website for position description & process for applying. Please note only those applications will be considered which are received as per instruction written on PHFI website.
• Candidates should have an excellent academic record, good communication skills, a commitment to high quality graduate / post-graduate education.
• Mere eligibility will not entitle any candidate for being called for interview.
• Persons employed in Government/Semi-Government Organization or Educational Institutions in India must apply through proper channel.
• PHFI reserves the right to fill or not to fill any or all available positions.
• The requirements of minimum qualification and/or experience may be relaxed in the case of candidates with outstanding credentials.
• No correspondence will be entertained from candidates regarding any delays, conduct & result of interview and reasons for not being called for interview.

Women are encouraged to apply!