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Position Summary

The Corporate HR & PMS Manager is responsible for governing and monitoring HR operations, performance management systems (PMS), talent development initiatives, employee engagement programs, and HR process governance across all business units and group companies of Pagaria Group. The role ensures standardized HR practices, performance alignment, workforce planning, and organizational development initiatives in line with business objectives, operational requirements, and corporate HR policies.

Key Responsibilities

1. HR Operations & Policy Governance

- Govern and monitor HR operations across corporate offices, business units, project sites, and operational locations
- Ensure implementation and standardization of HR policies, employee lifecycle processes, workforce governance systems, and HR SOPs across the organization
- Coordinate manpower planning and workforce alignment with business heads based on operational requirements and growth plans
- Monitor recruitment coordination, onboarding, confirmations, transfers, promotions, and separation processes for policy and process compliance
- Coordinate with personnel, administration, payroll, and departmental teams for seamless HR operations and workforce management
- Review employee data management, HR documentation standards, and HRMS/ERP process compliance across locations
- Support organizational restructuring, workforce optimization, and HR process improvement initiatives

2. Performance Management System (PMS) & Talent Development

- Lead implementation and governance of the organization’s PMS framework across all business functions and operational units
- Coordinate goal setting, KPI/KRA alignment, appraisal cycles, performance reviews, and performance documentation processes
- Monitor timely completion of appraisals, performance evaluations, and management review discussions across departments
- Analyze performance trends, competency gaps, workforce productivity indicators, and development requirements for leadership review
- Coordinate with business heads and department managers to align employee performance objectives with organizational goals
- Support succession planning, leadership development, competency framework development, and talent management initiatives
- Assist management in identifying high-potential employees and workforce capability enhancement opportunities
- Drive continuous improvement in PMS frameworks, appraisal methodologies, and employee evaluation systems

3. Employee Engagement, Learning & Organizational Development

- Support employee engagement initiatives, employee welfare programs, communication activities,



and organizational culture-building efforts
- Coordinate training and development initiatives including induction programs, behavioral training, leadership development, and skill enhancement programs
- Monitor employee engagement indicators, attrition trends, workforce concerns, and employee feedback across business units
- Support implementation of employee retention, workforce motivation, and organizational effectiveness initiatives
- Coordinate employee communication forums, recognition programs, and engagement activities across the organization
- Work closely with business leaders and HR teams to strengthen employee relations, workplace discipline, and team collaboration
- Support implementation of organizational values, HR initiatives, and people development programs across all group entities

4. HR Analytics, Reporting & Process Improvement

- Review and consolidate HR MIS reports related to manpower, recruitment, attrition, training, employee performance, and workforce productivity
- Analyze HR metrics, appraisal outcomes, workforce trends, and organizational performance indicators for management review and decision-making
- Monitor HR documentation accuracy, reporting timelines, employee data integrity, and process compliance across locations
- Ensure adherence to HR policies, PMS timelines, reporting standards, and organizational governance requirements
- Support HR automation initiatives and digital process improvements through HRMS/ERP systems and reporting tools
- Coordinate HR audits, documentation reviews, and management reporting related to HR operations and PMS governance
- Identify process gaps and recommend improvements to strengthen HR efficiency, employee experience, and reporting accuracy

5. Cross-Functional Coordination & Strategic HR Support

- Coordinate with business leadership, departmental heads, HR teams, and management to support workforce and business objectives
- Support leadership in manpower budgeting, workforce productivity improvement, organizational planning, and employee development initiatives
- Assist in implementation of HR strategies aligned with business growth, workforce stability, and organizational capability enhancement
- Provide HR support during organizational expansion, restructuring,



operational changes, and workforce transformation initiatives
- Ensure alignment between Corporate HR and site/division HR teams for standardized HR practices across the organization
- Support management decision-making through structured HR reporting, workforce analytics, and organizational insights
- Contribute toward strengthening HR governance, people management systems, and organizational capability across Pagaria Group

Qualifications

- Bachelor’s degree in Human Resources, Business Administration, Commerce, or related discipline (Mandatory)
- MBA HR / MSW / PGDM HR or equivalent specialization in Human Resources (Mandatory)

Skills & Competencies

- Strong understanding of HR operations, PMS frameworks, talent management, and organizational HR processes
- Good knowledge of KPI/KRA management, appraisal systems, workforce planning, and employee development practices
- Strong employee engagement, stakeholder coordination, and organizational communication skills
- Valuable analytical, reporting, and HR data interpretation capabilities
- Working knowledge of HRMS/ERP systems and HR reporting tools
- Strong leadership, process governance, stakeholder management, and problem-solving abilities
- Ability to govern multi-location HR operations and organizational HR initiatives through centralized corporate controls
- Supporting Employee Relations, Performance Management

Experience

- 8–12 years of experience in Human Resources, HR Operations, PMS, Talent Management, or Organizational Development functions
- Experience in infrastructure, construction, FMCG, healthcare, hospitality, technology, manufacturing, services, or diversified business environments preferred
- Proven exposure to PMS implementation, HR operations governance, employee engagement, HR analytics, talent development, and organizational HR management across multi-location operations

Interested candidates can share their resumes at [email protected]

Pay: ₹900,000.00 per year

Benefits:

- Cell phone reimbursement
- Flexible schedule
- Paid sick time
- Paid time off
- Provident Fund

Ability to commute/relocate:

- Nagpur, Maharashtra (Nagpur, 440001): Reliably commute or planning to relocate before starting work (Required)

Application Question(s):

- Where are you currently from?
- What is your current salary?
- How many years of relevant experience do you have?

Education:

- Master's (Required)

Experience:

- Corporate HR and PMS Manager: 8 years (Required)

Location:

- Nagpur, Maharashtra (Nagpur, 440001) (Required)

Work Location: In person

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📌 CORPORATE HR & PMS MANAGER (Nagpur)
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📍 Nagpur