Required Senior Manager- HR Operations

Job Description

Role & responsibilities Compensation, Benefits & Payroll Management Ensure fair and internally consistent salary adjustments with minimal deviations. Comply with minimum wage requirements across all operating locations. Serve as the single point of contact (SPOC) for payroll processing and statutory compliance. Coordinate with the Group Payroll Team to compile, verify, and process accurate payroll data. Manage Full and Final (F&F) settlements promptly for exiting employees. Maintain end-to-end statutory compliance across all locations, in collaboration with Compliance Partners, including managing labor notices, filings, and renewals. Calculation and processing incentives, providing HR provisions. Coordinate and validate the annual salary increment process. Custodian of Annual Budget Preparation Oversee employee relocation and transfer benefits for smooth transitions. Maintain 100% accurate and updated employee personal files and documentation (CORO & Stores) as per organizational and statutory norms. Provide detailed reporting on HR budgets vs. actuals, manpower planning, attrition, and staffing. Monitor payroll accuracy and partner with Finance and Payroll teams for seamless disbursement. Oversee and manage employee benefits programs such as insurance, car lease, special pay, value awards, and welfare benefits. HRIS & Analytics Coordinate the implementation of new HRIS with Corporate, Store, and Group teams for a seamless transition as POC Conduct periodic knowledge-sharing sessions to ensure optimal HR software usage across office and store teams. Deliver monthly HR dashboards and input metric reports to all HODs for informed decision-making. Leverage data analytics and dashboards to support strategic HR planning and reporting. Statutory Compliance & Vendor Governance Ensure compliance tracking and documentation through the EY Tool across all business units. Conduct regular HR compliance audits across Stores, Warehouses, and Corporate Offices. Ensure adherence to the Code of Conduct (COC) and POSH (Prevention of Sexual Harassment) policies. Ensure statutory compliance in employee-related laws (PF, ESI, Gratuity, CLRA, etc.) for internal and third-party vendors. Act as SPOC for all HR internal audit support requirements. Partner with vendors and internal teams for system updates, performance improvement, and issue resolution. Negotiate contracts and manage vendor relationships to ensure the timely and efficient delivery of HR services and benefits. Act as SPOC for all HR internal audit support requirements. Partner with vendors and internal teams for system updates, performance improvement, and issue resolution. Negotiate contracts and manage vendor relationships to ensure the timely and efficient delivery of HR services and benefits. 4. Employee Engagement & Relations Periodically review and update HR policies in alignment with Group directives. Monitor attrition trends and ensure timely conduct of exit interviews to capture insights and drive retention. Establish effective grievance redressal channels and facilitate employee feedback mechanisms. Oversee and ensure objective investigations and resolutions of disciplinary matters. Manage general administration, facility operations, and vendor relationships for a smooth workplace experience. Drive end-to-end Performance Management System (PMS) cycle, from goal-setting to rating submissions. Design and implement reward and recognition programs to boost employee morale. Manage the employee travel desk, welfare activities, and maintain workplace compliance standards. 5. Corporate HR Business Partnering (HRBP) Monitor and report on headcount deployment across corporate functions. Act as the SPOC for all corporate hiring requirements; coordinate with functional heads for seamless hiring execution. Collaborate with vendors to ensure effective service delivery and resolve any benefit-related concerns Employee Relations Periodically review and update HR policies in alignment with Group directives. Monitor attrition trends and ensure timely conduct of exit interviews to capture insights and drive retention. Establish effective grievance redressal channels and facilitate employee feedback mechanisms. Oversee and ensure objective investigations and resolutions of disciplinary matters. Oversee general administration, facility operations, and vendor relationships for a smooth workplace experience. Oversee the employee travel desk, welfare activities, and maintain workplace compliance standards. Uniform Management for store employees Corporate HR Business Partnering (HRBP) Monitor and report on headcount deployment across corporate functions. Collaborate with vendors to ensure effective service delivery and resolve any benefit-related concerns.