Role & responsibilities

Our clients are leading MNC & Industrial Conglomerates (AUTOMOBILES, FMCG, CONSUMER DURABLES, MANAUFACTURING, RETAIL, EPC, INFRASTRUCTURE (POWER, ENERGY, OIL & GAS, PORTS), INFORMATION TECHNOLOGY, BPO, PHARMA & TELECOM with a Turnover of US $ 1 Bn to US $ 100 Bn with exponential growth potential. Our clients reach span across several countries across the globe.

PERFECT PLACER (www.perfectplacer.com), Promoted by a team of dedicated professionals with varied background, having comprehensive and extensive industry and consultancy exposure, is “One of the most preferred and referred consultants” today in Executive Search & Placement.

PERFECT PLACER in less than half a decade has grown to be a force to reckon with, having offices in Mumbai, Chennai, Bangalore, and New Delhi.

Perfect Placer along with its associate services has a long and prestigious list of leading Indian and Multinational Corporates in India and Outside across Managerial levels, functions, and Industries, covering both IT and Non-IT specialized in chief executive, board member and senior-level management search assignments.

Lead Human Resources Generalist (Manufacturing & M&A;)

- You will oversee daily operations of the HR function and ensure effective execution of the employee lifecycle, from recruitment and onboarding to compliance, performance tracking, and offboarding. This role acts as a trusted advisor to management, and a primary escalation point for complex employee relations issues
- You are responsible for managing the full lifecycle of employee transition and integration during corporate transactions. This role bridges the gap between high-level M&A; deal strategy and day-to-day HR operations, ensuring regulatory compliance, cultural alignment, and minimized workforce attrition.
- You will act as the primary people workstream lead from early-stage due diligence through post-close integration. You will evaluate the target company's human capital liabilities, planDay-1 operational readiness, harmonize disparate compensation structures, and lead cultural change management initiatives.

Core Responsibilities: 1. Compensation, Payroll & Total Rewards Leadership

F Design structures. Establish scalable salary ranges, pay grades, and job families based on industry analytics.

F Benchmark market. Participate in and analyze annual compensation surveys to maintain talent market competitiveness.

F Govern cycles. Lead annual merit review cycles, promotion evaluation processes, and bonus allocations.

F Audit equity.



Conduct routine pay equity audits to mitigate bias and maintain legal compliance.

F Advise executives. Partner with leadership to draft executive compensation models and sales commission plans.

F Execute End-to-End Payroll: Coordinate and process multi-state payrolls accurately for exempt and non-exempt workers.

F Manage HRIS Data: Administer changes in human resources information systems

F Audit Time Calculations: Verify timecards, overtime allocations, commissions, bonuses, and deduction schedules.

F Tax Compliance Administration: Oversee payroll tax filings and statutory local deductions.

F Reconcile Payroll Registers: Audit general ledger reporting and collaborate closely with finance departments.

2. Strategic HR Operations

F Resolve relations. Investigate and resolve complex employee relations inquiries, grievances, and performance issues.

F Manage performance. Oversee annual performance review workflows and link outcomes directly to pay-for-performance targets.

F Optimize tech. Leverage HRIS platforms to audit employee data, generate attrition metrics, and report compensation trends.

F Ensure compliance. Track national and local employment laws, specifically focusing on Fair Labor Standards Act (FLSA) classifications.

F Support lifecycle. Guide business units through workforce planning, organizational design, onboarding, and offboarding workflows

3. Pre-Deal Due Diligence

F Assess target liabilities: Review employment agreements, equity structures, benefit packages, and labour disputes.

F Identify risk: Flag financial risks or non-compliance regarding labor laws to corporate development leaders.

F Evaluate culture: Analyse cultural compatibility and organizational design to identify structural redundancies.

4. Integration Planning & Execution

F Design roadmap: Formulate comprehensive HR integration playbooks, Day-1 readiness lists, and 100-day execution schedules.

F Harmonize Total Rewards: Align disparate compensation matrices, health benefits, and incentive programs to corporate policies.

F Manage talent mapping: Establish structured selection frameworks, identify critical personnel,



and configure retention incentives.

F System integration: Oversee the migration of personnel records into standard HRIS databases

5. Change Management & Culture

F Formulate communication plans: Craft communication materials to decrease workplace anxiety during corporate transitions.

F Lead assimilation workshops: Organize onboarding programs focused on unified mission alignment and team building.

F Coach leadership: Provide ongoing guidance to executive leaders navigating organizational redesign and personnel changes.

Preferred candidate profile

1. MBA in Human Resources with Minimum Experience of 12-15 years of progressive HR experience as an HR Business Partner or Generalist.

2. High proficiency using advanced HRIS databases HRone or related one and enterprise tools like Microsoft Excel.

3. Proven track record supporting or managing multiple corporate M&A; transactions or joint ventures.

4. Knowledge of executive compensation, retention planning, and severance legal standards.

5. Strong grasp of multi-state or cross-border labor regulations and legal compliances.

6. Advanced literacy in project software and major enterprise HR systems.

Soft Skills

1. Ambiguity management: Ability to deliver high-quality output under rapid-paced, confidential environments.

2. Influence: Proven capacity to align cross-functional teams without direct hierarchy.

3. Exceptional emotional intelligence, active listening capability, and high confidentiality standard.

Sample Performance Metrics (KPIs)

1. Talent Retention: Percentage of critical target talent successfully retained 6–12 months post-acquisition.

2. Milestone Adherence: Completing payroll, benefit, and system migrations on budget and schedule.

3. Employee Sentiment: Post-integration pulse survey satisfaction marks within newly acquired teams.

Remuneration:

An outstanding remuneration package that rewards professionalism and diligence will be on offer for the successful applicant as well as a well-defined career path. An excellent package will be on offer for the right candidate, including an above-mentioned industry base salary for the right person as well as the most complete employee benefit scheme. Don't miss out on this opportunity to join the market leader.

Contact Person Name, Address & Nos.:

P.G. Ganesh

Partner

Perfect Placer

Email id: [email protected]

Web Site: www.perfectplacer.com

Mobile: (phone hidden)

Offices: Delhi, Chennai, Bangalore & Mumbai

📌 Lead Human Resources Generalist (Manufacturing & M&A) (Delhi)
🏢 Perfect Placers
📍 Delhi