About the Organization

Swaniti Initiative is a social enterprise that is working at the intersection of climate, governance and last mile delivery. We believe that while the willingness and resources exist, there are fundamental gaps in the execution within communities that is the biggest crisis in the climate movement. Accordingly, Swaniti works with subnational governments to conduct microplanning exercises with consultations with community and key stakeholders to understand the pathways forward, provide technical assistance to subnational governments to provide support in program implementation and support in monitoring and delivery of programs.

Swaniti has been working across multiple geographies in the global south to unlock capital. Our three core metrics include unlocking public capital, ensuring last mile communities are directly benefitted and creating systemic changes in the public service systems. While we are continuing to focus on impact, it is critical to have a lead who has a deep understanding about monitoring, evaluation and learning.

Our intention is to create an institutional capabilities to measure and document the scale of our impact and look at how learning can be replicated across the institution.

About the Role

Swaniti Initiative is looking for an experienced and strategic Manager – People’s Team to lead and strengthen the organization's Human Resources function. The ideal candidate will have 10+ years of progressive experience across core HR domains, including strategic HR, talent acquisition, HR operations, employee engagement, policy and governance, performance management, compensation and benefits, organizational development, and employee relations.

The role requires a seasoned HR professional who can independently lead the People function while partnering closely with senior leadership and managers to shape and execute people strategies. The successful candidate will be responsible for strengthening HR governance, building scalable systems and processes, developing organizational capabilities, and fostering an inclusive, high-performing, and mission-driven workplace.

The role will also provide strategic guidance to leadership on workforce planning, organizational design, talent management, employee experience, and people-related decision-making.

Key Responsibilities

1. Strategic HR Leadership & Workforce Planning

- Develop and drive the organization's People strategy in alignment with Swaniti's organizational priorities, growth plans, and mission.
- Partner with senior leadership to assess workforce requirements, organizational capability, and future talent needs.
- Lead workforce planning, organizational design, succession planning, and talent management initiatives.
- Provide strategic HR advisory to leadership and managers on people-related matters and organizational decisions.
- Identify emerging people and organizational risks and develop appropriate mitigation strategies.
- Lead the development and implementation of annual People priorities, goals, and initiatives.

2. Talent Acquisition & Talent Management

- Lead and oversee end-to-end recruitment for technical, programme, leadership, and corporate roles.
- Partner with leadership and hiring managers to develop workforce and recruitment plans.
- Build robust talent pipelines and strengthen employer branding and talent acquisition strategies.
- Establish effective recruitment frameworks, assessment processes, and selection practices.
- Monitor recruitment metrics, hiring quality, time-to-hire, and workforce trends.
- Develop and strengthen talent management practices to attract, develop, and retain high-performing employees.




- Support leadership in identifying critical roles, succession pipelines, and key talent.

3. HR Operations & Employee Lifecycle Management

- Provide strategic oversight of the complete employee lifecycle, from onboarding through separation.
- Ensure effective and compliant HR operations, documentation, HRIS management, attendance, leave, payroll inputs, benefits, and employee records.
- Establish standardized and scalable HR processes across the organization.
- Review and improve HR workflows, systems, and processes to enhance efficiency and employee experience.
- Ensure timely and accurate issuance of employment contracts, confirmations, promotions, transfers, and separation documentation.
- Drive HR process automation and digital transformation initiatives where appropriate.

4. HR Policies, Compliance & Governance

- Lead the development, review, implementation, and periodic enhancement of HR policies, SOPs, guidelines, and employee handbooks.
- Ensure compliance with applicable labour laws, statutory requirements, and organizational policies.
- Provide guidance to leadership and managers on HR governance, employment practices, and policy interpretation.
- Oversee HR audits, statutory documentation, and compliance requirements.
- Identify potential HR and compliance risks and implement appropriate controls.
- Establish strong HR governance frameworks that support organizational growth and accountability.

5. Performance Management, Learning & Capability Development

- Lead the organization's performance management framework and annual appraisal cycle.
- Strengthen goal-setting, performance reviews, feedback mechanisms, promotions, and performance improvement processes.
- Partner with leadership to build a culture of continuous feedback, accountability, and performance excellence.
- Identify organizational and individual learning needs and develop appropriate learning and development initiatives.
- Oversee leadership development, capability-building, and career development programmes.
- Establish frameworks to evaluate learning effectiveness and organizational capability.
- Support succession planning and internal mobility initiatives.

6. Employee Engagement, Culture & Employee Relations

- Develop and lead organization-wide employee engagement and culture-building initiatives.
- Strengthen employee experience across the employee lifecycle.
- Drive employee recognition, wellbeing, inclusion, and organizational culture programmes.
- Conduct and analyse employee engagement and feedback surveys and translate findings into actionable interventions.
- Provide strategic guidance on employee relations matters, grievances, conflicts, and workplace concerns.
- Promote a culture of trust, inclusion, collaboration, accountability, and psychological safety.
- Advise managers on effective people management and employee relations practices.

7. Compensation, Benefits & HR Analytics

- Lead compensation and benefits reviews, salary benchmarking, and annual compensation planning.
- Develop frameworks for compensation structures, increments, promotions, and benefits in alignment with organizational requirements and market practices.
- Oversee employee benefits and insurance programmes.
- Develop and maintain HR dashboards and management reports covering recruitment,



attrition, compensation, diversity, engagement, performance, and workforce trends.
- Use HR analytics and people data to identify trends, inform leadership decisions, and improve organizational effectiveness.
- Establish appropriate HR metrics and reporting mechanisms for leadership review.

8. Organizational Development & Change Management

- Lead organizational development initiatives that strengthen organizational effectiveness and employee capability.
- Support organizational restructuring, change management, and transformation initiatives.
- Assess organizational culture and capability gaps and recommend interventions.
- Drive initiatives focused on employee experience, leadership effectiveness, collaboration, and organizational culture.
- Lead cross-functional People projects and organizational improvement initiatives.
- Build scalable people frameworks that can support Swaniti's continued expansion across geographies and programmes.

9. Stakeholder & Leadership Management

- Act as a trusted HR partner and advisor to senior leadership and functional heads.
- Build solid relationships with employees, managers, and leadership across the organization.
- Collaborate closely with Finance, Administration, Programme, and other functional teams on organizational initiatives.
- Manage relationships with external recruitment partners, HR consultants, benefits providers, and other service providers.
- Represent the People function in relevant organizational planning and strategic discussions.
- Build alignment across stakeholders on people priorities and organizational requirements.

10. Other Responsibilities

- Stay abreast of evolving employment legislation, HR trends, people practices, and organizational development approaches.
- Benchmark Swaniti's people practices against relevant organizations and emerging HR best practices.
- Support organization-wide strategic initiatives aligned with Swaniti's mission and growth priorities.
- Lead or contribute to special projects and organizational initiatives as required.
- Undertake any additional responsibilities assigned by the leadership team.

Requirements

Qualifications & Experience

Education

- Postgraduate qualification in Human Resources, Management, Organizational Development, or a related discipline preferred.

Experience

- 10+ years of progressive experience in Human Resources / People Management, preferably with experience in a leadership or senior HR business partnering capacity.
- Strong experience across strategic HR, talent acquisition, HR operations, employee relations, performance management, compensation and benefits, and organizational development.
- Demonstrated experience in developing and implementing HR policies, systems, processes, and governance frameworks.
- Experience partnering with senior leadership and managing organization-wide people initiatives.
- Strong understanding of employment laws, statutory compliance, and HR best practices.
- Experience with HRIS, HR analytics, and HR process automation.
- Excellent stakeholder management, communication, problem-solving, and leadership skills.
- Experience working in a fast-paced, mission-driven, social impact, development, or similarly dynamic organization would be an advantage.

Required Skills & Competencies

- Strategic HR Leadership

- Organizational Development
- Talent & Workforce Planning

- Leadership Advisory

- Employee Relations
- HR Governance & Compliance
- Performance & Talent Management
- Compensation & Benefits
- HR Analytics & HRIS

- Change Management

- Stakeholder Management
- Strong Communication & Interpersonal Skills

📌 Manager – People's Team (Human Resources) (Delhi)
🏢 Swaniti Initiative
📍 Delhi