The HR Manager will own the end-to-end employee life cycle — from workforce planning and hiring through onboarding, performance, development, engagement, and exit — while driving initiatives that improve employee satisfaction, retention, and organizational culture.

Key Responsibilities

- Talent Acquisition & Onboarding
- Manage manpower planning, budgeting, and recruitment strategy in line with business needs
- Oversee sourcing, screening, interviews, offer rollout, and pre-joining formalities
- Design and execute a structured onboarding/induction program to ensure faster assimilation

2. Employee Life Cycle Management
- Own the complete employee journey: hiring → onboarding → confirmation → transfers/promotions → performance management → career progression → exit
- Maintain and continuously improve HR policies, SOPs, and process documentation across each life cycle stage
- Ensure timely execution of confirmations, appraisals, increments, and role transitions

3. Performance Management
- Drive the goal-setting, mid-year review, and annual appraisal cycle
- Partner with department heads on performance improvement plans and calibration
- Track and report performance metrics to leadership

4. Employee Engagement & Satisfaction
- Design and implement employee engagement calendars, surveys (eNPS, pulse surveys), and action-planning based on feedback
- Analyze attrition trends and drive retention strategies
- Champion recognition programs, wellness initiatives, and culture-building activities
- Act as a point of escalation for employee grievances and ensure timely resolution

5. Learning & Development
- Identify training needs (TNI) in coordination with department heads




- Coordinate L&D; calendars, induction training, leadership development, and skill-building programs
- Track training effectiveness and ROI

6. Compensation, Benefits & Compliance
- Support payroll inputs, benefits administration, and compensation benchmarking
- Ensure compliance with labor laws, statutory requirements (PF, ESI, Gratuity, POSH, etc.), and internal audits
- Maintain HR MIS, dashboards, and reports for leadership review

7. Exit Management
- Manage resignation processing, exit interviews, full & final settlement, and knowledge transfer
- Analyze exit data to identify attrition drivers and recommend corrective actions

8. HR Business Partnering
- Act as a strategic partner to business/functional heads on people-related matters
- Drive HR digitization/automation initiatives (HRMS implementation, self-service portals)
- Support organizational change management, restructuring, and culture initiatives

Key Skills & Competencies
- Solid knowledge of HR life cycle processes, labor laws, and statutory compliance
- Excellent stakeholder management and interpersonal skills
- Data-driven approach to engagement, attrition, and workforce analytics
- Proficiency in HRMS/HRIS tools (e.g., SAP SuccessFactors, Darwinbox, Workday)
- High emotional intelligence, conflict resolution, and counseling ability
- Strong communication, presentation, and project management skills

Qualifications & Experience
- MBA/PGDM in HR or related field
- 6–10 years of progressive HR generalist experience (adjust per seniority)
- Prior experience owning employee engagement/satisfaction initiatives preferred
- Experience in a fast-paced, mid-to-large organization is a plus

📌 HR Manager – Employee Life Cycle & Employee Experience (Noida)
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📍 Noida