Role & responsibilities

Strategic HR Leadership

- Act as a strategic HR advisor to senior leadership, aligning people strategies with business objectives across functions and locations.

- Lead HRBP teams and drive the execution of enterprise-wide HR initiatives to support organizational growth and transformation.

- Partner with leadership on workforce planning, succession management, and organizational design.

Employee Induction &

- Talent Retention

- Own and continuously enhance the organizations induction framework through structured feedback, ensuring a consistent and impactful onboarding experience.

- Design and implement comprehensive talent retention strategies with a focus on reducing attrition, particularly among high-potential and critical talent.

- Lead cross-functional initiatives to improve employee engagement and retention, driving a positive and high-performance culture.

Change Management &

- Policy Governance

- Lead the design, rollout, and change adoption of HR policies, processes, and systems in alignment with business strategy.

- Establish transparent communication frameworks to ensure explicit understanding and consistent application of policies across all levels.

- Drive change management initiatives to support business restructuring, expansion, and process improvements.

HR Operations, MIS &

- Governance

- Oversee HR operations and ensure efficient employee lifecycle management through robust HR MIS systems and data governance.

- Monitor HR metrics and dashboards to provide actionable insights to leadership on attrition, productivity, and engagement trends.





- Serve as the escalation point for complex employee relations matters, ensuring fair, timely, and compliant resolutions.

Performance Management, Rewards &

- Recognition

- Lead the organization-wide performance management system, ensuring alignment between individual goals and business objectives.

- Evaluate and optimize compensation structures, incentive plans, rewards & recognition, and retention programs to maintain market competitiveness.

- Advise leadership on performance outcomes, talent decisions, and merit-based interventions.

Organization Development &

- Employee Engagement

- Drive organization development initiatives, including leadership development, capability building, and cultural transformation programs.

- Identify training needs through PMS insights and implement targeted learning interventions for leadership and frontline teams.

- Design and execute an annual employee engagement roadmap, ensuring sustained engagement across locations and functions.

Statutory Compliance &

- Risk Management

- Ensure strict adherence to statutory and labor law requirements across all locations, mitigating legal and compliance risks.

- Lead POSH and Code of Conduct governance, including policy reviews, training, and compliance reporting, to foster a safe and ethical workplace.

Exit Management &

- Attrition Analytics

- Oversee exit management processes and conduct in-depth attrition analysis to identify trends, risks, and root causes.

- Drive corrective action plans based on exit insights, improving retention strategies and reducing avoidable turnover.

Preferred candidate profile

Female candidates preferred

📌 Senior Manager Hrbp (Gurugram)
🏢 Pearl Global
📍 Gurugram