Senior Manager - HR Strategy

Key Responsibilities:1. Performance Management & Career Growth (HR Center of Excellence):

• Design, implement, and continuously improve a robust Performance Management System (PMS) that promotes accountability, transparency, and growth.

• Develop performance scorecards, review cycles, rating frameworks, calibration mechanisms, and manager enablement programs.

• Establish clear career progression frameworks across all functions, including Individual Contributor (IC) and Managerial tracks.

• Define competency models, role expectations, career levels, and promotion criteria across departments.

• Drive performance fairness through structured calibration sessions, bias mitigation processes, and governance mechanisms.

• Partner with leadership teams to align rewards, recognition, incentives, and compensation programs with organizational goals and employee performance.

• Monitor and analyze performance trends to identify opportunities for talent development and organizational improvement.

2. Culture Building & Employee Experience:

• Translate organizational values into measurable behaviors and competency frameworks.

• Build and institutionalize culture rituals that strengthen employee engagement and reinforce company values.

• Design and execute employee engagement initiatives, recognition programs, feedback mechanisms, and leadership communication frameworks.

• Own and continuously enhance the Employee Handbook, Culture Playbooks, and People Policies.

• Drive employee listening initiatives including surveys, focus groups, pulse checks, and action planning.

• Foster an inclusive, collaborative, and high-performance workplace culture.

• Partner with leadership teams to strengthen employer branding and employee experience initiatives.

3. AI-Led HR Operations & Process Excellence:

• Lead the transformation of HR Operations through automation, process optimization, and technology adoption.

• Design and implement AI-enabled HR workflows to improve efficiency, scalability, and employee experience.

• Automate key HR processes including:

• Employee onboarding and offboarding

• HR helpdesk and ticketing systems

• Policy and FAQ management

• Employee letters and documentation

• Workflow approvals

• HRIS administration and data management

• Compliance reporting and dashboards

• Drive operational excellence through SOP creation, process standardization, SLA governance, and continuous improvement initiatives.

• Build HR analytics dashboards and reporting frameworks to support data-driven decision-making.

• Ensure HR systems, processes, and records maintain high standards of accuracy, compliance, and governance.

4. HR Business Partnering & Change Management:

• Act as a strategic HR Business Partner for key business units and leadership teams.

• Support organizational design, workforce planning, succession planning, and talent management initiatives.

• Coach managers and leaders on performance management, employee engagement, team effectiveness, and people-related decisions.

• Lead change management initiatives and drive successful adoption of new HR programs and frameworks.

• Facilitate manager capability-building programs, workshops, and training interventions.

• Identify and mitigate people risks through proactive workforce insights and interventions.

• Serve as a trusted advisor on employee relations, leadership effectiveness, culture transformation, and organizational development.

5. Strategic HR Initiatives:

• Partner with senior leadership to develop and execute the overall People Strategy aligned with business objectives.

• Drive strategic workforce planning and talent development initiatives.

• Establish governance frameworks for people programs and HR effectiveness metrics.

• Lead cross-functional projects focused on organizational growth, scalability, and operational excellence.

• Leverage people analytics and business insights to recommend strategic interventions and improvements.

Key Skills & Competencies:

• HR Strategy & Organizational Development

• Performance Management Systems (PMS)

• Talent Management & Succession Planning

• Employee Engagement & Culture Building

• Leadership Coaching & Stakeholder Management

• HR Business Partnering

• Change Management

• HR Analytics & Workforce Insights

• HR Technology & Automation

• AI Applications in HR Operations

• Process Excellence & Governance

• Compensation & Rewards Alignment

• Policy Development & Compliance

• Communication & Influencing Skills

Qualifications:

• MBA / PGDM in Human Resources, Organizational Development, or related field.

• HR certifications such as SHRM, HRCI, CIPD, or equivalent will be an added advantage.

Experience Required:

• 8 - 10+ years of progressive HR experience with significant exposure to HR Strategy, HRBP, Performance Management, and Organizational Development.

• Experience in high-growth startups, technology organizations, or fast-scaling businesses preferred.

• Proven track record of building scalable people processes and driving organizational transformation.

• Experience implementing HR technology platforms, automation initiatives, and data-driven HR programs.

• Strong exposure to leadership partnering and change management initiatives.