Key Responsibilities

1. HR Strategy & Leadership

- Develop and implement HR strategies aligned with organizational objectives and business plans.
- Lead the HR function across corporate and operational locations.
- Establish HR frameworks, policies, processes, and governance mechanisms.
- Partner with senior management on workforce planning and organizational development.
- Provide strategic HR advice to business leaders and management.

2. Workforce Planning & Organization Structure

- Develop annual manpower plans in coordination with business heads.
- Analyse workforce requirements based on business growth, operational requirements, and productivity.
- Support organization structure development, role clarity, and manpower optimization.
- Monitor headcount, manpower costs, vacancies, and workforce productivity.

3. Talent Acquisition & Workforce Development

- Lead the overall talent acquisition strategy for corporate and operational positions.
- Ensure timely hiring of critical and business-essential positions.
- Establish recruitment standards, interview processes, and selection frameworks.
- Build talent pipelines for critical positions.
- Develop succession planning and internal mobility initiatives.

4. HR Operations

- Oversee end-to-end HR operations across the organization.
- Ensure effective implementation of employee lifecycle processes.
- Establish standardized HR processes across all locations.
- Monitor HR service delivery and resolve escalated employee issues.
- Ensure accuracy and confidentiality of employee information and HR records.

5. Employee Relations & Industrial Relations

- Provide leadership on employee relations and complex workplace matters.
- Handle escalated grievances, disciplinary cases, misconduct,



and employee disputes.
- Establish appropriate disciplinary and grievance-handling mechanisms.
- Ensure consistent and fair implementation of HR policies across locations.
- Support management in maintaining a positive and productive work environment.

6. Performance Management

- Lead the organization's performance management framework.
- Establish KRAs/KPIs and performance evaluation processes.
- Drive annual performance appraisal and review cycles.
- Identify high-potential employees and critical talent.
- Implement Performance Improvement Plans (PIPs) where required.
- Support succession planning for key positions.

7. Learning & Development

- Identify organization-wide learning and development requirements.
- Develop annual training and capability-building plans.
- Oversee leadership development, functional training, compliance training, and behavioral programs.
- Monitor training effectiveness and employee development outcomes.

8. Compensation & Advantages

- Work with management to develop and review compensation structures.
- Conduct market benchmarking and internal pay analysis.
- Support annual increment, promotion, and incentive processes.
- Review employee benefits and welfare initiatives.
- Ensure appropriate controls over manpower costs and employee-related expenses.

9. HR Compliance & Governance





- Ensure compliance with applicable labour laws and statutory requirements.
- Oversee PF, ESIC, gratuity, bonus, leave, wages, POSH, and other applicable compliance areas.
- Establish HR compliance calendars, audits, and monitoring mechanisms.
- Coordinate with legal advisors and external consultants on employment-related matters.
- Ensure proper documentation and governance of HR processes.

10. HR MIS, Analytics & Management Reporting

- Establish HR dashboards and management reporting systems.
- Monitor headcount, attrition, hiring, absenteeism, manpower cost, productivity, and employee engagement.
- Present periodic HR reports and insights to senior management.
- Use HR data and analytics to identify trends and support business decisions.

11. Employee Engagement & Culture

- Develop and implement employee engagement initiatives.
- Promote organizational values, culture, and employee-centric practices.
- Conduct employee feedback and engagement surveys.
- Develop initiatives to improve employee experience and retention.

12. Policy & Process Development

- Review and update HR policies, manuals, SOPs, and guidelines.
- Ensure consistency and standardization of HR practices across locations.
- Identify opportunities for HR process automation and digitalization.
- Drive continuous improvement within the HR function.

13. Leadership & Stakeholder Management

- Act as a strategic HR partner to business and functional leaders.
- Lead and mentor the HR team.
- Establish clear goals and performance expectations for HR team members.
- Coordinate with Finance, Operations, Administration, Legal, and other functions.
- Represent HR in management meetings and strategic discussions.

📌 General Manager Human Resource (Jaipur)
🏢 BKJ Airports
📍 Jaipur