Senior HR Manager - People, Culture & Organizational Development

About Biz4Group

At Biz4Group , we don't see HR as a support function. We see it as a business function that builds the people, culture and operating system required for the company to grow .

We are looking for a Senior HR Manager who can think beyond traditional HR and take ownership of how we attract, develop, retain and enable high-performing teams.

This role is for someone who understands that HR decisions directly impact business performance, delivery quality, employee productivity, leadership effectiveness and growth .

You will work closely with leadership and department heads to build a stronger organization for the next stage of Biz4Group's growth, with a particular focus on our technology and AI teams.

What You Will Own

1. Build the Biz4Group People System

- Define and continuously improve the Biz4Group Way — how we hire, work, communicate, grow and lead.
- Build a culture based on ownership, accountability, transparency, psychological safety and continuous improvement .
- Identify cultural or people-related issues before they become business problems.
- Establish clear mechanisms for employees to raise concerns, share feedback and receive timely support.
- Build HR processes that are practical, measurable and scalable.

2. Talent Acquisition & Employer Brand Move recruitment from simply filling positions to building a strong and continuously engaged talent pipeline.

- Build proactive talent pipelines for critical technology and AI roles.
- Develop passive talent outreach strategies.
- Strengthen Biz4Group's positioning as a destination for AI and technology talent.
- Partner with leadership to define what "great talent" looks like for every critical role.
- Improve hiring quality, candidate experience and time-to-productivity.
- Build stronger assessment processes for technical, leadership and business roles.

3. Organizational & Leadership Development

- Work with leadership and department heads to design effective team structures.
- Identify capability gaps, leadership gaps and ownership gaps within teams.
- Help managers become better people leaders, not just functional managers.
- Develop leadership development programs for current and emerging leaders.
- Establish clear career paths and growth frameworks for employees.
- Build succession plans for critical roles.

4. Performance & Accountability Move performance management from an annual HR exercise to a continuous business process .

- Design impact-based performance management frameworks.
- Establish measurable goals aligned with business and departmental objectives.
- Help managers differentiate between activity, output and actual business impact.
- Introduce regular performance conversations and feedback mechanisms.
- Identify consistently high performers and employees requiring structured improvement.




- Build performance systems that encourage ownership rather than simply tracking attendance or task completion.

5. Employee Retention & Engagement

- Identify the reasons behind employee disengagement, attrition and performance drops.
- Conduct structured Stay Interviews , particularly with high-performing and critical employees.
- Build retention plans for key talent.
- Identify recurring people issues across teams and address their root causes.
- Track employee sentiment and convert feedback into actionable changes.
- Work with managers to improve team health, communication and employee experience.

6. HR + AI We expect HR itself to become more intelligent and data-driven.

You will identify where AI can improve:

- Recruitment
- Candidate screening
- Talent sourcing
- Employee communication
- HR analytics
- Performance analysis
- Learning and development
- Employee engagement
- HR operations
- Reporting and automation

You should be comfortable experimenting with tools such as ChatGPT, Claude and other AI platforms , while understanding where human judgment is still essential.

1. People Analytics & Decision Making

Build HR around data rather than assumptions. Track and improve metrics such as:
- Hiring quality
- Time to hire
- Time to productivity
- Employee retention
- Attrition by team/function
- Performance distribution
- Internal movement
- Employee engagement
- Training effectiveness
- Leadership effectiveness
- Critical-role hiring
- Offer acceptance
- Cost of hiring

More importantly, use these metrics to answer: What is happening? Why is it happening? What should leadership do about it?

8. Strategic HR Partnership

You will work directly with leadership and department heads on complex people and organizational problems.

Examples include

- Team restructuring
- Performance issues
- Leadership gaps
- Employee conflicts
- Retention risks
- Hiring strategy
- Compensation decisions
- Capability building
- Organizational growth
- Role clarity
- Ownership and accountability

The expectation is not to simply communicate HR policy. The expectation is to understand the business problem and help solve it through people and organizational decisions.

What We Are Looking For

Experience

- 6+ years of progressive HR experience.
- 3+ years in a strategic HR, HR leadership or HRBP role.
- Strong experience working within the IT/software/technology industry .
- Experience supporting technical teams and technology hiring.
- Proven experience building or improving HR systems in a growing organization.

Education

- MBA/PGDM in HR, Human Resources Management,



Organizational Development or a related discipline.
- Strong academic background is preferred.

Business & Technology Understanding You should understand how technology companies operate.

You don't need to be an engineer, but you should understand the fundamentals of:

- Software development teams
- Product teams
- AI/ML teams
- Engineering leadership
- Project and product delivery
- Technical hiring
- Modern technology skill markets

Experience hiring for AI, Python, JavaScript, MERN, cloud, data or other emerging technology roles will be highly valuable.

AI Capability

- Strong working knowledge of Generative AI tools such as ChatGPT and Claude .
- Ability to identify practical HR use cases for AI.
- Willingness to automate repetitive HR processes.
- Ability to use AI for analysis, decision support and productivity rather than simply content generation.

Leadership & Communication You should be someone who can:

- Challenge leadership respectfully when required.
- Handle sensitive conversations confidently.
- Communicate difficult decisions clearly.
- Coach managers.
- Build trust with employees.
- Think independently.
- Make decisions based on evidence rather than office politics.
- Translate business strategy into people strategy.
- Tell the company's story effectively to employees and candidates.

What Will Make You Successful We are not looking for someone who measures HR success by the number of policies created or activities completed.

We are looking for someone who can answer questions such as:

Are we hiring the right people?

Are our best people growing?

Why are people leaving?

Are our managers actually leading?

Do employees understand what is expected from them?

Are teams structured correctly for the work they need to deliver?

Where are people problems affecting business performance?

How can HR use AI to become faster, smarter and more scalable?

Why Biz4Group?

Direct Influence

You will work closely with leadership, and positive ideas will have a path to implementation.

Build, Don't Just Maintain

You will have the opportunity to build and improve the HR operating system rather than simply manage existing processes.

Technology + People

You will work closely with technology, AI, product, sales and delivery teams and understand how people decisions influence business outcomes.

High-Growth Environment

You will operate in an environment where priorities evolve quickly and HR needs to keep pace with business growth.

Long-Term Opportunity The opportunity is to build a high-performance people function that can scale with Biz4Group's next stage of growth.

One Important Expectation

At Biz4Group, HR is not about managing people. It is about creating an environment where the right people can perform, grow and create business value.

- If you naturally think in terms of people + business + culture + technology + outcomes , this role may be a strong fit.

📌 Senior Human Resources Manager (Jaipur)
🏢 Biz4Group
📍 Jaipur