Senior Manager - People Strategy and HR Transformation

Akasa Air; Mumbai; On-site; INR 2,000,000 - 3,000,000; Full time

Job summary

Akasa Air is seeking a Senior Manager in People Strategy & HR Transformation to turn people strategy into actionable plans and programs. You will partner with the SGM, HRLT, and CHRO to align succession, workforce planning, culture initiatives and the HR portfolio with business goals.

You will build dashboards and insights to support CHRO decisions, model scenarios, and lead cross-functional projects end-to-end, ensuring timely delivery and stakeholder alignment.

Qualifications

• MBA or equivalent post-graduate degree in HR from a Tier 1 or Tier 2 college.
• 8 - 10 years of HR experience, including at least 3 years in people strategy, talent management, HR consulting or a COE role in a fast-paced organisation.

Responsibilities

• Support the SGM in building the annual and multi-year people strategy, and break it down into clear plans, owners and milestones.
• Run the HR leadership portfolio: track progress across projects, flag risks early, and prepare monthly status updates for the CHRO.
• Partner with the SGM to run succession planning process: maintain the planning tracker and keep it current and accurate.
• Prepare for and support leadership calibration sessions, capture decisions, and follow through on agreed actions and development plans.
• Support workforce and headcount plans with Finance and HR teams, linked to business growth and the scale-up plan.
• Support culture and employee experience initiatives led by program owners, working with HRBPs, L&D and Corporate Communications on delivery, tracking and stakeholder updates.
• Build people dashboards, analytics and workforce insights that support CHRO decisions.
• Model scenarios and options and bring structured recommendations to the SGM.
• Lead selected cross-functional projects end to end charter, plan, governance, communication and closure.
• Support change management for new frameworks and processes through clear communication, tools and stakeholder updates.
• Draft clear, well-structured presentations, notes and briefs for CHRO reviews, turning complex work into crisp story.

Skills

Analytical skills

Excel proficiency

Stakeholder management

People leadership

Education

MBA in HR

Tools

HR Analytics tools

Job description

The Senior Manager - People Strategy & HR Transformation is part of the People Strategy & HR Transformation function as part of the CHRO office. Partnering closely with the SGM - People Strategy & HR Transformation, HRLT and CHRO, the role turns people strategy into clear plans, sound analysis and well-run programs. It partners on key people strategy work, including succession and talent planning, workforce planning, culture programs and the HR portfolio, and prepares the insight and material that leadership uses to make decisions.

Key Responsibilities:

Support the SGM in building the annual and multi-year people strategy, and break it down into clear plans, owners and milestones.

Run the HR leadership portfolio: track progress across projects, flag risks early, and prepare monthly status updates for the CHRO.

Talent, Succession & Workforce Planning

Partner with the SGM to run succession planning process: maintain the planning tracker and keep it current and accurate.

Prepare for and support leadership calibration sessions, capture decisions, and follow through on agreed actions and development plans.

Support workforce and headcount plans with Finance and HR teams, linked to business growth and the scale-up plan.

Culture & Employee Experience

Support culture and employee experience initiatives led by program owners, working with HRBPs, L&D and Corporate Communications on delivery, tracking and stakeholder updates.

Bring insights on adoption and impact, to help program owners and leaders decide where to strengthen, scale or stop.

Insight, Analytics & Decision Support

Build people dashboards, analytics and workforce insights that support CHRO decisions.

Model scenarios and options and bring structured recommendations to the SGM.

Program Delivery & Change

Lead selected cross-functional projects end to end charter, plan, governance, communication and closure.

Support change management for new frameworks and processes through clear communication, tools and stakeholder updates.

Leadership Communication

Draft clear, well-structured presentations, notes and briefs for CHRO reviews, turning complex work into crisp story.

Desired Qualification / Certifications

MBA or equivalent post-graduate degree in HR from a Tier 1 or Tier 2 college.

Preferred work experience:

8 - 10 years of HR experience, including at least 3 years in people strategy, talent management, HR consulting or a COE role in a fast-paced organisation. Aviation or a similar regulated, operations-heavy industry is a plus.

Skills and Knowledge:

Functional & Strategic

Good grounding in talent and succession planning, workforce planning and culture programs.

Strong analytical skills: comfortable with Excel and turning data into insight. Skills and knowledge Project and program management: planning, tracking and closing work across teams.

Leadership & Influence

Able to work with senior stakeholders and get things done through others, without direct authority.

Confident with senior stakeholders; able to bring a point of view and back it with data.

Communication

Clear, simple writing and strong presentation skills; able to turn complex work into a crisp story.

Personal Attributes

High ownership and attention to detail; follows through.

Curious, structured and comfortable with ambiguity.

Collaborative, with a bias for action and outcomes.