Role Overview

We are looking for a results-driven, strategic, and hands-on General Manager HR, Operations & Business Management to lead our India operations and support the company's regional and international growth.

This is a leadership role that goes beyond traditional HR. The position will be responsible for HR strategy, resource management, workforce planning, employee retention, payroll, operational coordination, performance management, business analysis, cost optimization, and organizational scalability.

The ideal candidate should be able to understand business requirements, assess resource capacity, identify gaps, improve utilization, build high-performing teams, and ensure the right people are available at the right time to support business growth.

You will work closely with the leadership team and coordinate across Sales, Product, Technology, Operations, Customer Success, Finance, and HR to build a scalable and accountable organization.

Key Responsibilities

1. Strategic HR & Business Leadership

- Develop and execute integrated HR and operational strategies aligned with business objectives.
- Work closely with leadership to understand business growth plans and translate them into workforce and operational requirements.
- Support the company's expansion across India, the UK, Ireland, and future international markets.
- Build scalable HR, people, and operational frameworks suitable for a fast-growing SaaS/technology business.
- Participate in strategic business planning, organizational restructuring, and workforce decisions.
- Identify organizational bottlenecks and implement solutions to improve business efficiency.

2. Workforce & Resource Management

- Analyse business requirements, workload, revenue targets, and operational capacity to determine resource requirements.
- Develop workforce plans based on business scale, growth projections, and departmental requirements.
- Identify resource shortages and coordinate internal movements, hiring, cross-training, and allocation to fill critical gaps.
- Monitor resource utilization, productivity, availability, and capacity across departments.
- Identify under-utilized resources and recommend appropriate reallocation or development plans.
- Build a resource planning framework to ensure the organization can scale efficiently without unnecessary manpower costs.
- Conduct regular resource requirement reviews with department heads and leadership.

3. Resource Value Proposition & Cost Optimization

- Conduct resource value proposition analysis to understand the business contribution, cost, productivity, and strategic value of employees and teams.
- Analyse manpower cost against revenue, productivity, workload, and business outcomes.
- Identify opportunities to improve resource utilization and operational efficiency.
- Support leadership in making data-driven decisions on hiring, restructuring, internal movement, outsourcing, and resource allocation.
- Develop manpower cost and productivity dashboards for management review.

4. Talent Acquisition & Workforce Planning

- Lead hiring strategy across India based on current and future business requirements.
- Build strong talent pipelines for Sales, Technology, Operations, Customer Success, HR, and other functions.
- Improve hiring quality, turnaround time, candidate experience, and onboarding effectiveness.
- Work with department heads to define manpower requirements and job specifications.
- Establish structured recruitment processes and hiring KPIs.
- Support cross-border workforce planning and international hiring coordination.
- Ensure new hires are aligned with business requirements, team structure, and long-term growth plans.

5. Employee Retention & Career Growth

- Develop and implement a long-term employee retention strategy.
- Identify key reasons for employee attrition and implement measurable corrective actions.
- Establish career growth frameworks and clearly defined career paths across departments.
- Work with managers to create individual development and progression plans for employees.
- Develop internal mobility and promotion frameworks to retain high-performing employees.
- Conduct regular employee feedback, engagement, and retention reviews.
- Identify critical and high-value resources and develop appropriate retention strategies.
- Build a culture where employees understand their career opportunities, responsibilities, and growth expectations.

6. HR Operations & Employee Lifecycle

- Establish and manage complete employee lifecycle processes from onboarding to exit.
- Develop and maintain HR policies, SOPs, processes, and documentation.
- Ensure effective onboarding, probation management, confirmation,



transfers, promotions, disciplinary processes, and exits.
- Maintain accurate employee records and HR documentation.
- Improve HR process automation and reduce manual administrative work.
- Manage attendance, leave, shift structures, employee records, and HR reporting.
- Ensure HR processes are consistent, transparent, and aligned with company policies.

7. Zoho Payroll & HR Systems

- Own and manage the effective implementation and usage of Zoho Payroll and related HR systems.
- Ensure accurate payroll processing, attendance integration, leave management, deductions, reimbursements, and employee records.
- Coordinate with Finance and HR teams to ensure payroll accuracy and timely processing.
- Identify opportunities to automate HR and payroll processes.
- Maintain appropriate payroll controls, reports, approvals, and audit trails.
- Ensure HRMS data is accurate and up to date.

8. KRA, KPI & Performance Management

- Establish and implement effective KRA/KPI frameworks across departments.
- Work with department heads to define measurable KRAs aligned with business objectives.
- Ensure employees understand their responsibilities, targets, and expected outcomes.
- Establish regular KRA follow-up and performance review mechanisms.
- Track individual and team performance against defined KPIs.
- Identify performance gaps and coordinate improvement plans.
- Support managers in conducting structured performance reviews.
- Link performance, career growth, incentives, and development plans wherever appropriate.

9. Internal Team Coordination & Operational Support

- Act as a central coordination point between HR, Operations, Sales, Technology, Product, Finance, and Customer Success.
- Ensure effective communication and coordination between departments.
- Identify operational dependencies and resolve resource-related bottlenecks.
- Support department heads in managing workload and resource requirements.
- Coordinate internal resources during peak workloads, critical projects, migrations, launches, and business priorities.
- Ensure teams have adequate resources to meet business commitments.
- Improve cross-functional accountability and execution discipline.

10. Business Analysis & Resource Planning

- Analyse business performance and translate business growth into manpower and operational requirements.
- Review revenue, workload, productivity, staffing levels, and resource capacity.
- Develop resource forecasts based on business growth and future requirements.
- Prepare management reports covering manpower, productivity, cost, attrition, hiring, and resource utilization.
- Provide data-driven recommendations to leadership for workforce and operational decisions.
- Support annual and quarterly manpower planning.

11. Operations Management

- Oversee day-to-day business operations for the India team.
- Improve operational processes, workflow efficiency, accountability, and execution.
- Establish clear SOPs and operational controls.
- Monitor operational performance and identify recurring issues.
- Drive continuous improvement initiatives across departments.
- Ensure timely execution of business-critical activities.
- Support leadership in implementing organizational and operational changes.

12. Process Improvement & Six Sigma

- Apply Lean / Six Sigma principles to identify and eliminate process inefficiencies.
- Analyse operational processes to identify bottlenecks, waste, duplication, and unnecessary costs.
- Lead continuous improvement initiatives using data-driven methodologies.
- Establish process measurement and improvement KPIs.
- Encourage a culture of process discipline, root-cause analysis, and continuous improvement.
- Use structured approaches such as DMAIC where appropriate to improve business processes and operational performance.

13. Employee Engagement & Culture

- Build a positive, accountable, and high-performance work culture.
- Develop employee engagement initiatives aligned with company values.
- Conduct regular employee feedback and engagement reviews.
- Handle employee relations, grievances, conflicts, and escalations professionally.
- Improve communication between management and employees.
- Promote ownership, accountability, collaboration, and continuous learning.

14. Compliance & Governance





- Ensure compliance with applicable Indian labour laws and employment regulations.
- Maintain appropriate employee documentation, contracts, policies, and records.
- Support UK and international HR requirements in coordination with global leadership and external advisers.
- Ensure HR and payroll processes are audit-ready.
- Maintain confidentiality and appropriate controls over employee and payroll information.

15. Finance & Commercial Coordination

- Work closely with Finance on payroll, manpower budgets, operating costs, and financial planning.
- Monitor employee-related costs and resource utilization.
- Support budgeting and forecasting for manpower requirements.
- Analyse compensation structures, incentives, and benefits.
- Identify opportunities for operational cost optimization without compromising business performance.
- Support leadership with financial and operational analysis related to workforce planning.

16. Management Reporting & Analytics Develop and maintain regular management dashboards covering:

- Headcount
- Hiring pipeline and hiring TAT
- Attrition and retention
- Employee productivity
- Resource utilization
- Resource shortage and capacity
- Payroll and manpower cost
- Department-wise manpower requirements
- KRA/KPI performance
- Employee engagement
- Attendance and leave
- Training and development
- Internal movement and promotions
- Operational efficiency
- Business growth vs. manpower requirements

Provide actionable insights and recommendations to senior management based on these reports. Required Qualifications & Experience

- 1015 years of experience in HR, People Operations, Business Operations, or a related leadership role.
- Minimum 5+ years of experience in a managerial/leadership position.
- Experience managing multiple functions such as HR, Operations, workforce planning, payroll, or business administration.
- Experience in SaaS, IT, technology, startup, or high-growth organizations is preferred.
- Strong experience in workforce planning and resource management.
- Strong understanding of employee lifecycle management and Indian HR practices.
- Hands-on experience with HRMS / HR automation / Zoho Payroll or similar payroll systems.
- Strong knowledge of KRA, KPI, performance management, and employee development frameworks.
- Experience in employee retention, career planning, and organizational development.
- Strong analytical and business understanding with the ability to connect manpower planning with business growth.
- Knowledge of Lean / Six Sigma / process improvement methodologies is preferred.
- Exposure to UK, Ireland, or other international markets is an advantage.
- Strong communication, leadership, negotiation, and stakeholder-management skills.
- Ability to work independently and make data-driven management decisions.

Key Skills HR Strategy | People Operations | Workforce Planning | Resource Management | Employee Retention | Career Development | Talent Acquisition | KRA & KPI Management | Performance Management | Zoho Payroll | HRMS | Payroll Management | Business Analysis | Manpower Planning | Cost Optimization | Operations Management | Process Improvement | Lean Six Sigma | Employee Engagement | Organizational Development | HR Analytics | Compliance | Cross-functional Coordination

What We Are Looking For

We are looking for someone who can think like a business leader and operate like a hands-on HR/Operations leader.

The ideal candidate should be able to:

- Understand the business before deciding manpower requirements.
- Identify resource shortages and solve them through planning, internal allocation, and hiring.
- Improve employee productivity and resource utilization.
- Build long-term employee retention and growth opportunities strategies.
- Establish KRAs and ensure effective follow-up.
- Connect people costs with business performance.
- Build scalable HR and operational processes.
- Use data and analytics to support management decisions.
- Drive process improvement and Six Sigma-based operational excellence.
- Work closely with leadership and take ownership of execution.

Job Details Role: General Manager – HR, Operations & Business Management

Industry: IT Services & Consulting / SaaS / Technology

Department: Human Resources / Business Operations

Employment Type: Full Time, Permanent

Role Category: HR / Operations / General Management

Education: Any Graduate / Post Graduate preferred

Experience: 10–15 Years

Work Location: Chennai – In Person

Preferred Industry Experience

- SaaS
- IT / Technology
- Software Product Companies
- FinTech
- Startups / Scale-ups
- IT Services
- Hospitality Technology / POS
- High-growth organizations

📌 General Manager - HR Operations & Business Management (Chennai)
🏢 Hardee Software Solutions
📍 Chennai