Manager Senior Manager HR

About The Role

We are looking for a Manager / Senior Manager – HR Operations, Employee Engagement & Talent Management to manage the employee lifecycle from pre-boarding to exit/retirement, while also supporting key people processes across HR operations, employee engagement, rewards and recognition, compensation coordination, talent management, HR governance, and employee experience.

This role is suitable for an HR professional who has strong operational discipline, stakeholder management capability, process orientation, and the ability to execute people initiatives in a structured and employee-centric manner. The person will work closely with business leaders, managers, HR teams, finance, payroll, administration, and external partners to ensure smooth HR service delivery and consistent employee experience.

The role requires someone who can balance day-to-day HR operations with broader people initiatives such as engagement programs, recognition frameworks, talent reviews, performance coordination, policy implementation, employee communication, and HR process improvement.

Key Responsibilities

• Employee Lifecycle Management
• Manage the complete employee lifecycle from pre-boarding to exit, ensuring timely, accurate, and consistent execution of all HR processes.
• Coordinate pre-boarding activities, including offer documentation, joining formalities, background verification coordination, employee data collection, system updates, and onboarding readiness.
• Ensure a structured onboarding experience by coordinating induction schedules, welcome communication, stakeholder introductions, HR orientation, policy briefings, and completion of joining documentation.
• Maintain accurate employee records in HR systems and ensure timely updates related to joining, confirmation, transfers, role changes, compensation changes, promotions, exits, and retirement.
• Manage employee confirmation, probation tracking, employment letters, transfer letters, promotion letters, salary revision letters, relieving letters, experience letters, and other HR documentation.
• Support exit management, including resignation processing, exit interviews, clearance coordination, full and final settlement inputs, knowledge transition tracking, and exit documentation.
• Manage retirement-related processes wherever applicable, including retirement communication, documentation, benefits coordination, and employee closure experience.
• HR Operations and Process Governance
• Drive HR operations with focus on accuracy, timeliness, compliance, and employee experience.
• Maintain and improve HR processes, SOPs, checklists, trackers, templates, and governance mechanisms.
• Ensure HRIS data accuracy and coordinate with relevant teams for employee data updates, reporting, and workflow management.
• Support audit readiness by maintaining proper documentation, approvals, employee records, policy acknowledgements, and compliance-related files.
• Track HR operational metrics such as joining completion, onboarding status, confirmation due cases, employee queries, exits, documentation turnaround time, and HR process adherence.
• Coordinate with payroll, finance, IT, administration, and legal teams for smooth employee lifecycle transactions.
• Respond to employee queries related to HR policies, documentation, benefits, attendance, leave, confirmation, transfers, exits, and other operational matters.
• Identify process gaps and recommend improvements to simplify HR operations and improve employee experience.
• Employee Engagement
• Plan and execute employee engagement initiatives across teams, locations, and business units.
• Support engagement calendars, employee connect programs, pulse surveys, townhalls, leadership connects, festive events, culture-building activities, and employee listening forums.
• Partner with business leaders and managers to understand employee sentiment and support engagement actions.
• Coordinate employee feedback mechanisms and help convert feedback into actionable plans.
• Support internal communication for engagement initiatives, policy updates, recognition programs, people campaigns, and HR announcements.
• Track participation, feedback, engagement scores, action items, and program effectiveness.
• Ensure engagement initiatives are inclusive, consistent, and aligned with the organization’s culture and values.
• Rewards and Recognition
• Manage rewards and recognition programs, including nomination processes, eligibility checks, approvals, communication, award coordination, and records.
• Support quarterly, annual, spot, team-based, and value-based recognition programs.
• Coordinate with managers and leaders to collect nominations, validate supporting inputs, and ensure timely closure of recognition cycles.
• Prepare recognition dashboards, award summaries, communication drafts, and presentation material for leadership reviews.
• Ensure recognition programs are transparent, consistent, and aligned with performance, values, contribution, and business impact.
• Partner with payroll or finance teams for reward payouts, vouchers, certificates, trophies, and other recognition-related logistics.
• Compensation and Benefits Coordination
• Support compensation-related processes in coordination with HR leadership, payroll, finance, and business stakeholders.
• Coordinate salary revision letters, promotion letters, incentive letters, bonus communication, and compensation documentation.
• Support annual compensation review cycles by maintaining data, trackers, eligibility lists, manager inputs, approval records, and communication templates.
• Coordinate benefits administration, including insurance enrolment, dependent data collection, benefits communication, policy updates, and employee query resolution.
• Support payroll inputs related to new joiners, exits, salary changes, reimbursements, deductions, incentives, and other employee-related changes.
• Ensure compensation and benefits documentation is accurate, confidential, and completed within defined timelines.
• Talent Management and Performance Support
• Support talent management processes such as performance review cycles, goal-setting coordination, talent reviews, succession discussions, development plans, and career progression documentation.
• Coordinate performance review timelines, system readiness, communication, employee and manager reminders, data tracking, and closure reports.
• Support HR leadership and business leaders with talent data, performance summaries, promotion inputs, potential identification, and development planning.
• Assist in creating and maintaining talent dashboards, employee capability data, learning inputs, and career movement records.
• Coordinate with Learning & Development teams for development interventions, training nominations, and post-review action plans.
• Ensure performance and talent management processes are executed fairly, consistently, and within agreed timelines.
• 7. HR Policies, Compliance and Communication
• Support implementation and communication of HR policies, guidelines, process changes, and employee programs.
• Ensure employees and managers understand HR processes related to attendance, leave, onboarding, confirmation, performance, recognition, benefits, exits, and code of conduct.
• Maintain policy documents, employee acknowledgements, FAQs, process notes, and communication templates.
• Support compliance requirements related to employee records, labour law documentation, statutory inputs, benefits records, audit files, and internal governance.
• Draft employee communications, HR announcements, reminders, FAQs, and manager guidance notes in a clear and professional manner.
• Maintain confidentiality and ensure sensitive employee information is handled responsibly.
• Stakeholder Management
• Work closely with business leaders, managers, employees, HR leadership, payroll, finance, IT, administration, and external vendors.
• Act as a reliable HR point of contact for employee lifecycle matters and people process execution.
• Support managers with process guidance, employee data, HR timelines, documentation, and people-related coordination.
• Handle employee concerns with empathy, fairness, confidentiality, and process discipline.
• Escalate sensitive employee matters appropriately and ensure timely closure of open items.
• Build trust with stakeholders through responsiveness, accuracy, follow-through, and professional communication.
  
  

Required Experience

• 6–10 years of experience for Manager level, or 9–14 years of experience for Senior Manager level, in HR operations, employee engagement, talent management, HR business partnering, or people operations.
• Strong experience in employee lifecycle management, including pre-boarding, onboarding, employee documentation, confirmations, transfers, exits, and retirement-related processes.
• Experience managing HR operations in a structured corporate environment.
• Exposure to employee engagement, rewards and recognition, performance management coordination, compensation support, and benefits administration.
• Experience working with HRIS platforms, employee databases, recruitment trackers, payroll inputs, and HR dashboards.
• Good understanding of HR policies, employee documentation, HR compliance, and internal audit requirements.
• Experience working with business stakeholders, managers, employees, and cross-functional teams.
• Strong communication skills with the ability to draft clear employee communications, process notes, and leadership updates.
• Ability to manage multiple HR processes, timelines, and stakeholders simultaneously.
• High attention to detail, strong follow-up discipline, and ability to maintain confidentiality.
  
  

Preferred Experience

Experience in SaaS, technology, IT services, product companies, consulting, analytics, or fast-scaling organizations will be preferred.

Experience managing employee experience initiatives across distributed or multi-location teams.

Exposure to compensation review cycles, promotion cycles, performance management systems, and talent review processes.

Experience with HR systems such as Keka, Darwinbox, Workday, BambooHR, Zoho People, SAP SuccessFactors, Oracle HCM, or similar platforms.

Experience creating HR dashboards, MIS reports, SOPs, policy documents, and process improvement plans.

Key Skills

HR Operations, Employee Lifecycle Management, Pre-boarding and Onboarding, Employee Engagement, Rewards and Recognition, Compensation Coordination, Benefits Administration, Talent Management, Performance Review Coordination, HR Documentation, HRIS Management, Employee Communication, Stakeholder Management, Process Governance, HR Compliance, Employee Experience, Payroll Input Coordination, Exit Management, HR Reporting and Dashboards

Success Measures

Success in this role will be measured by timely and accurate HR process execution, improved employee experience, better onboarding and exit closure, strong engagement participation, effective recognition program delivery, accurate HR documentation, smooth performance and talent cycle coordination, timely compensation and benefits support, reduced employee query turnaround time, and improved HR process governance.

The role is expected to bring structure, consistency, and accountability to people operations while ensuring that employees and managers experience HR as responsive, reliable, and business-aligned.

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