Human Resource Manager

R O L E P U R P O S E:

To lead the People Development function as a business partner to the COO, setting people strategy, building organisational structure and leadership capability, and protecting the culture as the company and its franchise network expand.

K E Y R E S P O N S I B I L I T I E S

Strategy and organisation

• Build the annual people plan and HR budget aligned to the business plan, and own delivery against it.
• Own organisation design and role architecture, including governance of the company's level structure.
• Advise the COO and department heads on structure, spans, costs, and capability gaps.

Leadership hiring, campus, and succession

• Own hiring for senior manager and head-level roles, including search partner management.
• Own institutional partnerships with universities, training institutes, and industry bodies.
• Build succession plans for critical roles and a visible internal mobility path across departments.

Capability and performance

• Govern the KRA, KPI, and skill set architecture across the company so that every designation has a measurable definition and a defined capability standard.
• Define the learning architecture, induction, role-based training, leadership development.
• Own the design, credibility, and calibration of the performance management system.
• Own the compensation and benefits structure, benchmarking, and the annual review process.

Culture, governance, and team

• Own engagement and culture, including measurement and honest action on what the measurement shows.
• Govern employee relations, disciplinary matters, and the POSH Internal Committee.
• Ensure statutory compliance and audit readiness across all locations and the franchise interface.
• Build and mentor the HR team, and grow at least one successor within the function.

W H A T S U C C E S S L O O K S L I K E

• A defined leadership pipeline, with critical roles covered by named successors.
• Attrition in key roles reduced, and reasons for exit understood and acted upon.
• A performance management system that managers and employees both trust.
• Clean compliance record across locations, with no repeat findings.
• An HR team that runs the function well without daily supervision.

W H O W E A R E L O O K I N G F O R

Qualification and experience

• MBA (HR) from a reputed institution.
• 7 to 12 years of progressive HR experience, including at least 3 years leading the function or a large sub-function.
• Experience scaling people systems in a distributed, franchise, or multi-branch business.

Skills and attributes

• Fluent in English and Tamil, both spoken and written. An outstanding presenterto the leadership table, a campus hall, or a partner meet.
• Strategic thinking backed by the willingness to do the detailed work when required.
• Credible with founders and department heads; able to disagree constructively.
• Presentable, discreet, and carries HR with visible pride and passion.