Role Summary

We are looking for an experienced and hands-on HR Manager to lead the Human Resources function for a growing corporate interior fit-out organisation.

The role will be responsible for developing and implementing HR strategies aligned with business objectives, while managing the complete employee lifecycle across corporate, design, project management, procurement, commercial, and site teams.

The ideal candidate should understand the fast-paced nature of the interior fit-out industry, including project-based manpower requirements, site workforce management, recruitment of technical professionals, employee engagement, performance management, compliance, and retention.

Key Responsibilities

1. HR Strategy & Business Partnering

- Develop and implement HR policies, processes, and initiatives aligned with business and project requirements.
- Partner with management and department heads on manpower planning, organisation structure, employee issues, and HR strategy.
- Build HR systems suitable for a project-driven interior fit-out environment.
- Provide management with HR MIS, workforce analytics, attrition trends, and other relevant reports.

2. Recruitment & Manpower Planning

- Manage end-to-end recruitment for corporate and project requirements.
- Develop manpower plans based on current and upcoming projects.
- Recruit professionals across functions such as:

- Project Managers

- Project Engineers

- Site Engineers

- Interior Designers

- Architects

- Quantity Surveyors / Estimators

- Procurement professionals

- MEP professionals

- Site Supervisors

- Safety professionals

- Sales/Business Development
- Finance, Administration and Support functions
- Build and maintain a strong talent pipeline for critical project and technical positions.




- Ensure timely mobilisation of manpower for new project sites.

3. Employee Lifecycle Management

- Manage onboarding, induction, probation, confirmation, transfers, promotions, and separation processes.
- Ensure employees receive appropriate induction on company policies, culture, processes, and project/site requirements.
- Maintain accurate and confidential employee records.
- Establish effective employee communication and grievance-handling mechanisms.

4. Performance Management

- Implement and manage the annual performance appraisal process.
- Establish KRAs/KPIs in coordination with functional heads.
- Drive goal-setting, performance reviews, feedback, and development plans.
- Support managers in addressing performance-related issues.
- Develop performance metrics appropriate for project and site teams.

5. Compensation & Benefits

- Manage salary structures, compensation benchmarking, incentives, and employee advantages.
- Ensure timely payroll inputs and coordination with Finance/payroll teams.
- Develop incentive structures where appropriate for project, sales, and other performance-driven roles.
- Monitor compensation competitiveness to support retention of key talent.

6. Employee Engagement & Retention

- Develop initiatives to improve employee engagement, morale, and retention.




- Conduct employee feedback surveys and implement appropriate action plans.
- Identify causes of attrition and recommend corrective measures.
- Foster a positive, professional, and collaborative workplace culture.
- Organise employee engagement activities and internal communication initiatives.

7. Learning & Development

- Identify training and development requirements across corporate and project teams.
- Coordinate technical, behavioural, managerial, safety, and compliance-related training.
- Develop career development and succession planning initiatives for key positions.
- Support leadership development for project and functional managers.

8. HR Policies, Processes & Compliance

- Develop, review, and implement HR policies, SOPs, and employee guidelines.
- Ensure compliance with applicable employment and labour regulations.
- Maintain statutory HR records and documentation.
- Coordinate with external consultants/advisors where required.
- Ensure appropriate HR practices for employees deployed at project sites.

9. Site & Workforce Management

- Work closely with Project Managers and Site Heads to understand workforce requirements.
- Monitor site manpower deployment, attendance, leave, overtime, and employee-related issues.
- Establish consistent HR practices across multiple project locations.
- Support mobilisation and demobilisation of employees based on project lifecycle.
- Address site-level employee grievances and disciplinary matters.

10. Employee Relations & Disciplinary Management

- Handle employee grievances professionally and confidentially.
- Manage disciplinary processes in accordance with company policy and applicable law.
- Support managers in resolving interpersonal and workplace issues.

📌 HR Manager (Gurugram)
🏢 Golden Opportunities
📍 Gurugram