Manager - Human Resources

Job Description Human Resources Designation HR Manager Team Size Manages a team of 10 (Recruitment, HR Operations & Admin) Reports To Head of HR / Leadership Location [Insert Location] Experience 10–12 years Qualification MBA in HR Role Summary The HR Manager owns end-to-end HR function management, leading a team of 10 across recruitment and HR operations. Beyond running day-to-day people operations, this role is expected to shape how HR scales with the business — building systems and a team that stay reliable as headcount grows, moving decisions from instinct to data, and making HR a function other departments actively partner with rather than route around. The role also oversees admin infrastructure, making this a genuinely end-to-end people and workplace charter. Key Responsibilities 1. Team & Recruitment Management • Manage a team of 10, overseeing day-to-day operations and priorities • Manage the recruitment team — set hiring targets, track pipeline and closures • Review recruitment metrics (TAT, cost/quality of hire, offer-to-join ratio) and course-correct as needed • Build a scalable hiring engine — sourcing channels, interview panels, and employer branding — so recruitment holds up as the company grows 2. HR Operations • Ensure onboarding, payroll, and related HR operations run accurately and on time • Set up and maintain SOPs, policies, and documentation across HR processes • Continuously improve processes and implement HR technology/tools (HRMS, ATS, engagement platforms) to reduce manual effort and improve turnaround • Build HR dashboards and reporting so leadership can track people metrics in real time, not just at review cycles 3. People Management • Handle the team directly — conduct regular 1-1s, monthly evaluations, and appraisals • Drive engagement, mentoring, and development within the team, including identifying future team leads • Manage employee relations, grievances, and people issues with sound judgment and discretion • Champion culture-building initiatives that keep engagement high as the organization scales 4. Stakeholder Management & Compliance • Partner with peers across departments to align HR initiatives with business needs • Ensure statutory and policy compliance across all HR and people processes • Represent HR in cross-functional discussions and leadership reviews • Act as a trusted advisor to leadership on org design, workforce planning, and people risk 5. Admin Infrastructure • Manage admin infrastructure and facilities in addition to HR responsibilities • Track and report on all admin activities to ensure smooth office operations Strategic Focus Areas — The Way Forward As the HR division matures, this role is expected to lead it from process execution toward a more strategic, data-informed function: • HR Technology & Analytics: Consolidate HR data onto fewer, better-integrated systems; introduce dashboards for attrition, …