1. Strategic HR Leadership

Partner with senior leadership to translate business objectives into an annual HR strategy, workforce plan, and budget.

Design, implement, and continuously refine HR policies, SOPs, and the employee handbook in line with evolving business needs and law.

– Build and monitor HR dashboards and scorecards (headcount, attrition, cost-per-hire, time-to-fill, engagement, absenteeism) and present insights to management on a monthly/quarterly basis.

– Lead organizational design initiatives, role restructuring, and manpower planning in collaboration with department heads.

– Champion change management efforts during restructuring, M&A; integration, or rapid scale-up phases.

2. Talent Acquisition & Workforce Planning

– Own end-to-end recruitment lifecycle: manpower requisition, sourcing strategy, screening, structured interviews, offer negotiation, and background verification.

– Build and manage relationships with recruitment agencies, job portals, campus partners, and other sourcing channels.

– Develop the organization's employer branding strategy to strengthen talent attraction and candidate experience.

– Forecast annual and quarterly hiring needs in partnership with business leaders; track recruitment budgets and vendor costs.

– Design and deliver a structured onboarding and induction program to accelerate current-hire productivity and cultural integration.

3. HR Operations, Payroll & Compliance

– Oversee HRMS/HRIS administration, employee master data, attendance, leave management, and payroll inputs, ensuring accuracy and timeliness.

– Ensure full statutory compliance — PF, ESI, gratuity, bonus, professional tax, shops & establishment act, POSH, labor welfare fund, and other applicable state/central labor laws.

– Plan and lead internal and external HR/labor law audits; maintain audit-ready statutory registers, returns, and filings.

– Liaise with legal counsel, government/labor authorities, and auditors on compliance, disputes, and regulatory filings.

– Manage the POSH Internal Committee, ensure timely resolution of complaints, and conduct mandatory awareness sessions.

– Maintain accurate, confidential, and audit-ready employee records, contracts, and documentation (physical and digital).

4. Performance, Learning & Talent Management

– Drive the end-to-end performance management cycle — goal-setting/OKRs, mid-year reviews, annual appraisals, and calibration.

– Partner with department heads to identify skill gaps and design an annual Learning & Development calendar.

– Coordinate leadership development, technical training,



and compliance/mandatory training programs; track training ROI.

– Support succession planning, high-potential (HiPo) identification, and structured career development pathways.

– Administer compensation review cycles, salary benchmarking, and annual increment/bonus processes in coordination with finance and leadership.

5. Employee Relations, Engagement & Culture

– Serve as the primary escalation point for employee grievances, workplace conflicts, and disciplinary proceedings, ensuring fair and consistent resolution.

– Design and execute an annual employee engagement calendar — surveys, town halls, recognition programs, wellness initiatives, and team-building activities.

– Analyze engagement survey results and attrition/exit-interview data to identify root causes and recommend retention strategies.

– Foster a culture of inclusion, diversity, and psychological safety; drive DEI initiatives across the employee lifecycle.

– Act as a culture custodian, ensuring organizational values are embedded in policies, communication, and day-to-day practices.

6. Administration, Facilities & Vendor Management

– Oversee end-to-end office administration — facilities upkeep, housekeeping, security, cafeteria, and front-office operations.

– Manage vendor contracts and SLAs (facilities, travel, courier, office supplies, AMC providers, etc.), ensuring cost efficiency and service quality.

– Own the administrative budget — procurement, cost control, and reporting against plan.

– Ensure workplace health & safety compliance, fire/emergency preparedness, and statutory safety audits.

– Manage asset lifecycle (IT hardware, furniture, office equipment) including allocation, tracking, and disposal.

– Coordinate domestic/international travel, accommodation, and logistics for employees and visiting stakeholders.

– Plan and execute company events, offsites, festivals, and CSR initiatives.

7. Exit Management & Offboarding

– Manage the end-to-end separation process — resignation processing, full-and-final settlement, exit interviews, and knowledge transfer.

– Track and report attrition trends by function, tenure, and reason; present actionable recommendations to leadership.





– Ensure compliance with statutory notice periods, relieving formalities, and post-employment obligations (NDAs, non-competes, etc.).

KEY PERFORMANCE INDICATORS (KPIS)

– Time-to-fill and quality-of-hire against recruitment targets

– Employee attrition rate (voluntary vs. involuntary) and retention of high-performers

– Statutory and audit compliance score (zero non-compliance incidents)

– Employee engagement/eNPS score and participation rates

– Training hours delivered and training effectiveness ratings

– HR and admin budget adherence

– Grievance/complaint resolution turnaround time

REQUIRED SKILLS & QUALIFICATIONS

– Bachelor's or Master's degree in Human Resources, Business Administration, or a related discipline; MBA/PGDM in HR strongly preferred.

– 7–10 years of progressive experience in HR & Administration, including a minimum of 3–4 years in a managerial or team-lead capacity.

– In-depth, current knowledge of labor laws, statutory compliance, and HR best practices across the employee lifecycle.

– Demonstrated experience managing HRMS/HRIS platforms, payroll coordination, and MS Office / Google Workspace.

– Proven track record of managing office administration, facilities, and vendor relationships at scale.

– Strong business acumen with the ability to align HR strategy to organizational goals.

– Excellent interpersonal, negotiation, and conflict-resolution skills; comfortable engaging with senior leadership and government authorities alike.

– High level of integrity, discretion, and professionalism in handling confidential and sensitive matters.

– Strong analytical ability to interpret HR metrics and translate data into actionable recommendations.

PREFERRED ATTRIBUTES

– Prior experience in a similar industry, company size, or growth stage.

– Professional HR certification (SHRM-CP/SCP, PHR/SPHR, CIPD, or equivalent).

– Demonstrated experience leading or mentoring an HR/admin team of 3 or more members.

– Exposure to HR technology implementation/digitization projects.

– Experience managing statutory audits or inspections independently.

WHAT WE OFFER

– Competitive compensation commensurate with experience, with performance-linked incentives.

– A collaborative, growth-oriented environment with genuine influence over HR and admin strategy.

– Comprehensive benefits — [health insurance, PF, gratuity, leave policy, wellness programs, etc.]

– Clear pathway for career progression toward senior HR leadership roles.

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📌 HR Manager & Administration (Hyderabad)
🏢 MPM Group
📍 Hyderabad