Position Summary

The Senior HR Manager is responsible for leading and managing all Human Resource functions across the IAS-EAS Group, including Talent Acquisition, Workforce Planning, Employee Relations, Performance Management, Training & Development, Compensation & Benefits, HR Compliance, Organizational Development, and Employee Engagement.

The role requires a strategic HR leader capable of supporting the organization's growth plans while ensuring the availability of competent manpower, maintaining regulatory compliance, developing employee capabilities, and fostering a high-performance culture.

Key Responsibilities1. Human Resource Strategy & Planning

- Develop and implement HR strategies aligned with organizational goals and business growth plans.
- Establish annual manpower budgets and workforce plans.
- Advise management on organizational structure, succession planning, and talent management.
- Develop HR policies, procedures, and systems to improve operational efficiency.
- Drive organizational culture, employee engagement, and retention initiatives.

2. Talent Acquisition & Recruitment

- Lead end-to-end recruitment activities for all group companies.
- Develop recruitment strategies to attract high-quality talent.
- Recruit and maintain talent pipelines for:
- ISO Auditors and Lead Auditors
- Technical Trainers and Subject Matter Experts
- Certification Coordinators
- Sales and Business Development Personnel
- SEO and Digital Marketing Professionals
- ERP and IT Personnel
- HR, Finance, and Administration Staff
- International Business Development Personnel
- Conduct competency-based interviews and assessments.
- Manage recruitment consultants, job portals, and recruitment campaigns.
- Monitor recruitment metrics including:
- Time-to-hire
- Cost-per-hire
- Joining ratio
- Offer acceptance ratio
- Recruitment effectiveness

3. Employee Onboarding & Induction

- Design and implement structured onboarding programs.
- Ensure timely completion of joining formalities and documentation.
- Coordinate induction programs for new employees.
- Monitor probation performance and confirmation processes.
- Ensure smooth integration of new employees into the organization.

4. Performance Management System

- Develop and maintain KPI, KRA, and JD frameworks.
- Coordinate monthly and annual performance reviews.
- Monitor employee productivity and goal achievement.
- Guide department heads on performance evaluation processes.
- Recommend promotions, transfers, and performance improvement plans.
- Implement performance-linked reward and recognition systems.

5. Learning,



Development & Competency Management

- Identify organizational training needs.
- Develop annual training calendars.
- Coordinate internal and external training programs.
- Monitor employee competency development.
- Maintain training records and effectiveness evaluations.
- Develop leadership and succession development programs.
- Support technical departments in competency mapping and skill enhancement.

6. Employee Relations & Engagement

- Promote a positive and productive workplace culture.
- Address employee concerns, grievances, and disciplinary matters.
- Conduct employee satisfaction and engagement initiatives.
- Organize employee welfare, recognition, and team-building programs.
- Facilitate communication between management and employees.
- Improve employee retention and workplace morale.

7. Compensation & Perks Administration

- Develop salary structures and compensation policies.
- Conduct salary benchmarking and market analysis.
- Manage annual appraisal and salary revision processes.
- Administer incentive plans and performance-based rewards.
- Ensure accurate payroll coordination with Finance and Accounts.
- Monitor employee benefits and welfare programs.

8. HR Operations & Administration

- Maintain employee records and HR documentation.
- Ensure effective utilization of HRMS and ERP systems.
- Monitor attendance, leave management, and employee records.
- Standardize HR processes and documentation.
- Maintain confidentiality of personnel information.
- Ensure proper document control and record retention.

9. Compliance & Statutory Requirements

- Ensure compliance with all applicable labour laws and regulations.
- Coordinate statutory filings and inspections.
- Maintain records related to:
- Shops & Establishment Act
- EPF
- ESI
- Professional Tax
- Gratuity
- Bonus
- Labour Welfare Requirements
- Ensure legal compliance in employment contracts and HR practices.
- Manage disciplinary and legal employment matters when required.

10. Organizational Development & Change Management

- Support business transformation and organizational development initiatives.
- Develop succession planning frameworks.
- Assist management in restructuring and growth initiatives.




- Implement employee retention and leadership development programs.
- Drive continuous improvement in HR systems and processes.

11. HR Analytics & Reporting

- Prepare monthly HR reports for management review.
- Monitor:
- Headcount
- Attrition
- Recruitment status
- Employee productivity
- Training effectiveness
- Retention statistics
- Compensation trends
- Present HR performance reports to senior management.

Key Performance Indicators (KPIs)Talent Acquisition

- Vacancy closure rate
- Time-to-hire
- Joining ratio
- Recruitment cost efficiency

Employee Development

- Training completion rate
- Competency improvement levels
- Internal promotion ratio

Employee Relations

- Employee retention rate
- Employee satisfaction scores
- Grievance resolution effectiveness

HR Operations

- HR compliance status
- Documentation accuracy
- Audit findings and closure rate

Strategic Contribution

- Workforce planning effectiveness
- Organizational productivity improvements
- HR process improvement initiatives

Qualification

- MBA (HR), MSW, MHRM, or equivalent postgraduate qualification.
- Additional certifications in HR, Labour Law, Performance Management, or Organizational Development preferred.

Experience

- 8–15 years of progressive HR experience.
- Minimum 5 years in a managerial HR leadership role.
- Experience in service industries, consulting, certification, training, education, professional services, or technical organizations preferred.
- Experience managing multi-location recruitment and HR operations.

Skills & Competencies

- Strategic HR Management
- Talent Acquisition & Workforce Planning
- Labour Law Compliance
- Compensation & Benefits Management
- Employee Relations
- Performance Management Systems
- Training & Competency Development
- Leadership & Team Management
- HR Analytics & Reporting
- Communication & Negotiation Skills
- Organizational Development
- Change Management

Authority

The Senior HR Manager is authorized to:

- Approve recruitment actions within approved manpower plans.
- Recommend salary revisions, promotions, and employee development plans.
- Implement HR policies and procedures.
- Coordinate disciplinary actions in consultation with management.
- Lead HR initiatives across all IAS-EAS Group companies.

CompensationSalary and incentives shall be commensurate with experience, competency, recruitment success, employee retention performance, and overall contribution to organizational growth.

Pay: ₹500,000.00 - ₹600,000.00 per year

Work Location: In person

📌 Senior HR Manager (India)
🏢 Integrated Assessment Services
📍 India