Sr. Manager - Human Resources

Schindler; Mumbai; On-site; INR 1,800,000 - 3,000,000; Full time

Job summary

Schindler in Mumbai seeks a senior HR leader to drive diversity, equity, and inclusion, culture transformation, and employee experience. The role will oversee grievance management, ethics programs, and POSH compliance while strengthening the employer brand across platforms.

You will partner with HR and business leaders to embed inclusion in HR processes, monitor metrics, and support ERGs and inclusion champions networks. Strong communication and ethics leadership are essential.

Qualifications

• Masters degree in human resources, organizational psychology or related field.
• Certification or training in DEI, Employee Relations, POSH, ethics or employee experience preferred.
• POSH trainer/investigator experience an added advantage.

Responsibilities

• Design and implement DEI initiatives, monitor representation, and drive inclusion programs.
• Lead culture transformation and strengthen employee experience and employer branding.
• Own grievance management with fair investigations and record-keeping.
• Lead ethics communication, training, and investigations to strengthen culture.
• Coordinate POSH compliance, IC support, awareness, and annual reporting.
• Develop analytics dashboards for inclusion, culture, grievances, ethics, and POSH metrics.

Skills

Stakeholder management

Communication

Influencing

Facilitation

Conflict resolution

Analytical thinking

Empathy & integrity

Education

Master's degree in HR/Organizational Psychology

Job description

Job Summary

Role Summary: Drive an inclusive, respectful, and values-led workplace culture by embedding diversity, equity, inclusion, ethical conduct, employee voice mechanisms, and statutory compliance frameworks across the organization.

Responsibilities

• Inclusion and Diversity: Design and implement initiatives that foster an inclusive, equitable, and respectful workplace. Partner with HR Business Partners and business leaders to integrate inclusion principles into relevant work HR processes. Monitor diversity metrics, identify gaps, and recommend action plans to improve representation and inclusion outcomes. Lead employee resource groups (ERGs) and inclusion champions networks. Drive awareness campaigns, observance of diversity calendars, and organization-wide inclusion programs. Measure employee sentiment on inclusion and belonging through surveys, focus groups, and other feedback mechanisms.
• Culture Transformation, Employee Experience and Employer Branding: Champion the organization's values and translate them into tangible employee behaviors and practices. Design and implement culture-building interventions that strengthen employee engagement and organizational effectiveness. Partner with leaders to enhance culture, team effectiveness, collaboration, and psychological safety. Analyze employee feedback and engagement data to identify cultural strengths, risks, and improvement opportunities. Develop and implement action plans to improve employee experience and workplace culture. Act as a trusted advisor to leaders on culture-related challenges and change management initiatives. Manage the organization's employer brand presence across external platforms including LinkedIn, Glassdoor, Ambition Box, Indeed, and other relevant channels. Monitor employer brand metrics, candidate feedback, and external reputation indicators, recommending actions to strengthen the organization's position as an employer of choice. Drive participation in employer branding awards, external benchmarking studies, and best workplace certifications to enhance organizational visibility and market reputation.
• Employee Grievance Management: Own and manage the organization's grievance redressal framework and mechanisms. Review, investigate, and resolve employee complaints in a fair, confidential, and timely manner. Conduct fact-finding investigations and recommend appropriate resolutions based on policy and organizational values. Track grievance trends, identify systemic issues, and recommend preventive interventions. Partner with HR, Legal, and business leaders to ensure consistency and fairness in grievance resolution. Maintain confidential records and documentation in line with legal and organizational requirements. Build employee confidence in speaking‑up and escalation mechanisms.
• Ethics Ant-discrimination: Lead ethics communication, training, and awareness programs for employees and managers. Manage ethics-related complaints, conduct investigations, and coordinate resolution processes. Monitor ethics trends and recommend actions to strengthen ethical culture and risk mitigation.
• POSH (Prevention of Sexual Harassment) Compliance: Serve as the HR custodian for POSH compliance in line with applicable legislation. Support and coordinate the Internal Committee (IC) and ensure effective case management. Ensure timely and compliant handling of POSH complaints, investigations, and documentation. Facilitate POSH awareness, sensitization, and certification programs across employee groups. Maintain all statutory records and ensure compliance with annual reporting requirements. Review organizational practices and recommend improvements to strengthen workplace safety and respect. Provide guidance to managers and employees on POSH-related concerns while maintaining confidentiality and procedural fairness.
• Governance, Analytics Reporting: Develop dashboards and reports on inclusion, culture, grievances, ethics, and POSH metrics. Track key indicators such as diversity metrics, grievance resolution timelines and ethics cases, ID compliance module completions. Present insights and recommendations to HR leadership and senior management. Benchmark external best practices and recommend enhancements to organizational programs.

What you bring

Qualification

• Masters degree in human resources, Organizational Psychology, Business Administration, Social Sciences, or a related field.
• Certification or specialized training in Diversity, Equity Inclusion (DEI), Employee Relations, POSH, Ethics Compliance, or Employee Experience would be preferred.
• Certified POSH Trainer/Investigator or experience supporting Internal Committees will be an added advantage.

Professional Experience

• 8+ years of progressive HR experience, with significant exposure to Inclusion Diversity, Culture Transformation, Employee Experience, Employee Relations, and Compliance.
• Proven experience in designing and implementing DEI, culture, engagement, and employer branding initiatives.
• Demonstrated experience in handling employee grievances, workplace investigations, ethics cases, and sensitive employee relations matters.
• Strong understanding of POSH legislation and practical experience supporting complaint management, investigations, and compliance reporting.

Skills Required for the Job

• Excellent stakeholder management, communication, influencing, facilitation, and conflict resolution skills.
• Strong analytical and problem-solving capabilities, with the ability to translate employee insights into actionable interventions.
• High levels of integrity, empathy, and judgment, with the ability to drive a culture of trust, inclusion, accountability, and compliance.