Span of Control: Lead and execute the end-to-end HR operations, including the Employee Life Cycle and Compliances

Post Qualification Experience: 10 -12 years as the Head HR / Deputy Head HR in a Startup / Mid-size organisation

Designation: Dy General Manager

Qualification: An MSW / MA(Personnel management / MSs (Sociology) ) + MBA in HR

Location: Thane Belapur Road, Navi Mumbai

Reporting to: COO / CEO

The organisation is a pioneering, Clinical Research Organisation with a robust pedigree in BA/BE studies, Clinical Trials & Biologics Solution.

Over the past 25 years, the organisation has experienced remarkable growth. From humble beginnings, it expanded its operations, diversified its service offerings, and entered new markets.

The customer base has flourished, and the organisation has consistently adapted to industry trends, solidifying its position as a leader in the market.

The organisation seeking a problem-solving oriented, employee-welfare focused, credible, and dynamic hands-on HR Manager who will thrive within a mission-driven organisation that has a growing, entrepreneurial spirited, and high-performance culture.

JOB SUMMARY

The DGM - HR will be a senior leader responsible for developing and executing HR strategies that align with business goals, overseeing all HR functions like Recruitment, Compensation, Benefits, and Training, and ensuring Compliance with Labour Laws. He should also lead efforts to shape Organizational Culture and manage Employee Relations.

KRAs

- Set and implement HR Strategy and Policies.
- Oversee Recruitment and Onboarding.
- Manage Compensation and Benefits programs.
- Lead Performance Management System implementation and employee development.
- Ensure HR Compliance and manage HR Budgets.
- Foster a Positive Organisation Culture.
- Handle Employee Relations and Conflict Resolution.

JOB RESPONSIBILITIES

The incumbent will primarily be in charge of:

Talent Acquisition & Retention: The incumbent would be the ultimate owner of the company's ability to attract, hire, and retain the best talent.

- Strategic Workforce Planning: Forecasting the organization's future talent needs based on business growth plans, technological changes, and employee turnover.
- Recruitment Strategy: Developing and implementing effective sourcing strategies, employer branding initiatives, and a robust applicant tracking system (ATS) to ensure a strong pipeline of candidates.
- Onboarding & Integration: Overseeing a smooth and effective process to integrate new hires into the company culture and their roles, maximizing early productivity and retention.

Performance-Based Rewards: Develop and successfully implement Performance Management System of everyone in line with the organization goal and Linking compensation, bonuses,



and raises to performance management systems to drive high performance and reward top contributors.

Talent Development & Succession Planning: Identify high-potential employees, creating learning and development programs, and establishing a succession plan for key leadership roles to ensure business continuity.

Compensation and Benefits Strategy: Play a pivotal role to ensure that the organization's pay structure and benefits package are competitive and fair.

- Market Competitiveness: Conducting regular market benchmarking to ensure salaries and benefits are competitive with industry standards and attract top talent.
- Compensation Structure: Designing and managing the company's overall pay structure, including salary ranges, bonus programs, and sales incentives.
- Benefits Management: Overseeing the employee benefits package (health insurance, retirement plans, paid time off, etc.), negotiating with vendors, and ensuring cost-effectiveness.

HR Budget Management: Take ownership of the HR department's budget and managing overall employee costs, including payroll and training expenditures.

Compliance and Risk Management: S/he should be the expert on Employment law and workplace risk.

- Legal Compliance: Ensuring that all HR policies and practices (e.g., hiring, wages, benefits, safety) comply with local, state, and federal labour laws and regulations.
- Policy Development: Drafting, updating, and communicating the employee handbook and internal HR policies to mitigate legal exposure and ensure clarity on expected behaviour.
- Risk Assessment & Mitigation: Proactively identifying and assessing workplace riskssuch as potential litigation, safety hazards, or ethical breachesand implementing strategies to minimize them.
- Data Privacy: Overseeing the secure collection, storage, and use of confidential employee data (HRIS, payroll records, health information) in line with privacy regulations.
- Audits & Reporting: Conducting internal HR audits to check for policy adherence and legal compliance, and reporting on key HR metrics (like turnover, compliance rates) to the executive board.

S/he should essentially balance the need for a human-cantered, engaging workplace with the stringent requirements of legal compliance and strategic business execution.

Employee Relations and Organizational Culture: S/he will serve as the chief architect and guardian of the company culture, ensuring a productive, fair, and positive workplace.

- Culture Strategy:



Defining and embedding the organization's core values, mission, and desired behaviours into all HR processes (hiring, performance, rewards).
- Employee Relations & Advocacy: Acting as a neutral party to bridge communication between management and employees; managing and resolving complex grievances and disputes to foster a trusting environment.
- Engagement & Morale: Developing and implementing programslike engagement surveys, wellness initiatives, and recognition systemsto boost employee morale, satisfaction, and retention.
- Diversity, Equity, & Inclusion (DEI): Leading the strategy for DEI, ensuring fair and equitable policies and opportunities across all employee groups, and fostering an inclusive workplace.
- Disciplinary Procedures: Overseeing disciplinary actions and terminations, ensuring consistency, fairness, and adherence to established company policy and legal requirements.

Administration Supervision: Oversee the daily administrative and operational functions of the company, ensuring a smooth, efficient, and compliant work environment. This involves managing administrative staff, planning procedures, and overseeing various office services to support the overall objectives of the organization.

- Office Operations: Plan, coordinate, and manage all administrative procedures and systems, striving to streamline processes for maximum efficiency across all units and new facilities.
- Team Leadership: Supervise, mentor, and evaluate administrative staff and task delegation.
- Budget Management: Monitor administrative costs and expenses, assisting in the preparation and adherence to the department's budget.
- Facility Management: Oversee the maintenance of office facilities, equipment, and supplies, including managing vendors, contractors, and service agreements across all units and new facilities.
- Policy & Compliance: Develop and implement administrative policies and procedures, ensuring all activities adhere to company standards and relevant laws/regulations.
- Information Flow: Ensure the adequate and smooth flow of information within the company to facilitate other business operations.
- Scheduling & Events: Manage corporate schedules, deadlines, and coordination for meetings, conferences, and office events.
- Record Keeping: Oversee accurate document management, filing, and record-keeping systems.

CANDIDATE PROFILE

- 10-15 years of experience as the Head HR / Deputy Head HR in a startup, or mid size organisation
- Proven leadership and management skills
- Strong knowledge of HR best practices, labour laws, and regulations
- Excellent communication, collaboration, and problem-solving skills
- Experience with HR systems and analytics
- A Master's degree in HR, Business, or related field

📌 Deputy General Manager Human Resource || PE Funded Startup (Navi Mumbai)
🏢 Confidential Startup
📍 Navi Mumbai