JLL empowers you to shape a brighter way. Our people at JLL are shaping the future of real estate for a better world by combining world class services, advisory and technology for our clients. We are committed to hiring the best, most talented people and empowering them to thrive, grow meaningful careers and to find a place where they belong.

Whether you’ve got deep experience in commercial real estate, skilled trades or technology, or you’re looking to apply your relevant experience to a new industry, join our team as we help shape a brighter way forward. About JLL Global Business Services(JBS)

JLL's Global Shared Services (JBS) organization operates across five strategic delivery centres — India, Manila, Dalian, Warsaw and Costa Rica — supporting JLL's business lines and corporate functions worldwide. JLL combines process excellence, technology leverage and deep functional expertise to deliver consistent, high-quality outcomes at scale.

People are the engine of this model: recruiting, developing and retaining the right talent across every centre is what makes JBS work.

Role Overview The HR Consultant Lead is the people manager and leader of the HR Consultant execution pool. This role is responsible for the day-to-day functioning of the pool, the development and performance of its people, and the continuous improvement of how the team operates.

The Team Lead is a player-coach people manager: coaching and developing consultants, managing performance, and creating an environment where the team can do its best work, besides delivering on their individual scope of work across the HR Consultant scope. Beyond people management, they act as the operational hub of the pool — triaging and assigning incoming work, handling escalations, and ensuring the team is always focused on the right priorities. They identify friction points and drive improvements that make the pool faster, more consistent, and more effective at scale.

Core Accountabilities

People Management Directly manages all HR Consultants in the pool — responsible for their performance, development and engagement

Sets clear expectations, provides regular feedback, and conducts performance reviews in line with the annual cycle

Identifies development needs and builds individual growth plans that strengthen capability across the pool over time

Coaches consultants through challenging assignments, stakeholder situations, and complex cases

Creates a psychologically safe, high-performance team culture where consultants are motivated, accountable, and continuously improving

Manages headcount planning, on-boarding of new consultants, and any performance management processes

Triage, Assignment & Workload Management

Acts as the first point of intake for work requests coming into the pool from HRBPs and the business

Triage's incoming demand — assesses complexity, urgency, and skill requirements to assign the right consultant to each workstream

Maintains visibility of team capacity and workload across the pool at all times, redistributing work as priorities shift

Manages the team sprint cadence — runs planning, check-ins, and retrospectives to keep work on track

Flags capacity constraints or demand surges to HRBP leadership early, with data to support resourcing decisions

HR Program Execution

Partner with HRBPs and COEs on HR program creation and execution

Key driver of program activation through the Consultant pool for all HR cyclical programs including year-end performance and rewards process, talent review processes, people engagement survey, etc.

Escalation Handling

Serves as the first escalation point for consultants encountering issues beyond their scope — complex ER cases,



ambiguous policy situations, or difficult stakeholder dynamics

Resolves escalations where possible, applying sound judgement and HR expertise to guide the team to the right outcome

Determines when matters require escalation to the HRBP or specialist team, and manages that handoff cleanly

Maintains situational awareness across all active cases and workstreams so escalations do not come as surprises

Support Organization Strategy & Design

Support implementation of organization design changes

Guide managers on redundancy conversations and support execution

Rewards & Compensation Administration

Administers the annual compensation cycle within established guidelines for defined in scope Manager populations in partnership with the HR Consultants

Manages cyclical promotion cycles and advises on off-cycle compensation adjustments

Employee Engagement & Culture Programs

Supports rollout of engagement survey cycles — communications, logistics, results distribution and action planning

Helps in scope managers interpret team-level results and build action plans using standard toolkits

Coordinates recognition and cultural programs as relevant

Employee Relations & Risk Management

Investigates and resolves escalated individual employee and manager issues, including disciplinary and performance management cases

Applies consistent, policy-aligned approaches; escalates complex or sensitive cases to the HR Business Partner

Maintains accurate case documentation and tracks resolution status for escalated cases

Coaching Managers

Coaches managers on exceptional situations requiring HR support beyond policy interpretation

Escalates strategic, systemic, or executive-level matters to the HR Business Partner

Operating Model Improvement

Owns the quality and consistency of how the pool operates — process templates, playbooks, tools, and ways of working

Identifies friction, inconsistency, or inefficiency in how work gets executed and leads improvements

Builds and maintains a library of reusable resources — guidance documents, templates, checklists — that enable consultants to work faster and to a higher standard

Tracks team performance data — delivery metrics, ER case volumes, program completion rates — and uses insights to improve how the pool works

Shares execution intelligence with the broader HR community; feeds ground-level insights back to HRBPs to improve program design

Quality Assurance

Reviews consultant output on higher-stakes workstreams before delivery to ensure accuracy, quality, and policy alignment

Maintains consistent standards across the team — especially important in a pool model where multiple consultants may work on the same program type

Ensures case documentation, data records, and program administration are accurate and audit-ready at all times

What We're Looking For

Experience

12+ years of progressive relative HR experience, with at least 4 years in a managerial capacity

Demonstrated people management experience — has directly managed, coached, and developed HR professionals

Strong operational HR background — deep familiarity with the full annual rhythm of business programs (performance, compensation, talent review, ER)

Significant experience in a Global Shared services or BPO

Track record of improving processes and ways of working,



not just executing them

Experience of managing a global team and familiarity with labor landscape across major global locations including India, Philippines, China, Poland and Costa Rica.

Experience in leading critical programs aligned with the employee lifecycle.

Expertise in leading large scale global projects.

Expertise in driving transformational programs including change management.

Experience leading HR through significant change — restructuring, rapid scaling, technology transformation or location strategy shifts.

Skills & Attributes

Exceptional people manager — genuinely invested in the growth and performance of their team

Operationally excellent — brings structure, clarity, and discipline to how work gets planned, assigned, and tracked

Sound HR judgment — experienced enough to guide consultants through complex situations and handle escalations with confidence

Explicit communicator — translates HRBP priorities into actionable direction for the team; surfaces execution intelligence back up

Continuous improvement mindset — not satisfied with good enough; always looking to make the model work better

Calm under pressure — manages competing priorities, surge demand, and team challenges without losing composure

Collaborative — works as a peer to Strategic HRBPs; the relationship is complementary, not hierarchical

Technology savvy professional who champions change and adoption of latest smart tools and technologies

Qualifications

Masters degree in Human Resources, Business Administration, or related field

SHRM-CP/SCP, PHR/SPHR, or equivalent professional certification preferred

Familiarity with HRIS platforms (e.g., Workday) and project management or workflow tools

Location: On-site –Gurugram, HR

Scheduled Weekly Hours

40

If this resonates with you, we encourage you to apply even if you don’t meet all of the requirements. We’re interested in getting to know you and what you bring to the table!

At JLL, we harness the power of artificial intelligence (AI) to efficiently accelerate meaningful connections between candidates and opportunities. Using AI capabilities, we analyze your application for relevant skills, experiences, and qualifications to generate valuable insights about how your unique profile aligns with the specific requirements of the role you're pursuing.

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For additional details please see our career site pages for each country.

Jones Lang LaSalle (“JLL”) is an Equal Opportunity Employer and is committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process – including the online application and/or overall selection process – you may email us at [email protected]. This email is only to request an accommodation.

Please direct any other general recruiting inquiries to our Contact Us page > I want to work for JLL.

📌 Director, Global HR Consultant Lead, JBS (Gurugram)
🏢 JLL
📍 Gurugram