Human Resources Manager

We are seeking a dynamic and people-centric HR Manager to drive strategic and operational HR initiatives across the organization. The incumbent will act as a trusted HR Business Partner, ensuring alignment between business objectives and people strategies while leading HR operations, performance management, employee engagement, culture transformation, HR systems, data management, and employee relations.
The role demands a strong blend of strategic thinking, process excellence, stakeholder management, and data-driven decision-making to enhance organizational effectiveness and employee experience.
Key Accountabilities:
Strategic HR Business Partnering:
Partner with practice leaders and department heads to understand attorneys’ needs and align HR strategies with business objectives.
Provide guidance on organization design, workforce planning, talent management, and succession planning.
Coach managers on leadership effectiveness, team performance, & employee development.
Drive people-related interventions to improve productivity, engagement, and retention.
Act as a trusted advisor to leadership on HR matters.
HR Operations, Reporting & Governance:
Oversee end-to-end employee lifecycle management including onboarding, confirmation, transfers, promotions, and exits.
Support integration and onboarding in collaboration with Recruiting team.
Ensure HR policies, procedures, and practices are compliant and consistently implemented.
Drive process standardization and operational excellence across HR functions.
Monitor HR service delivery and employee experience.
Ensure timely and accurate HR documentation and records management.
Manage payroll processes, ensuring accuracy and compliance with statutory regulations, including reporting and dashboards.
Prepare and maintain regular HR reports, compliance documentation, and performance dashboards to provide actionable insights for leadership.
Leverage HR data to provide actionable insights on talent, engagement, attrition, and productivity.
Review existing HR processes and identify areas for optimization.
Establish HR metrics, SLAs, automation and digitization initiatives.
Implement best practices and industry benchmarks within HR operations.
Performance Management:
Collaborate with practice leaders and department heads to assess capability gaps and provide targeted development solutions.
Assist in managing underperformance with coaching and development plans.
Incorporate both quantitative (billable hours, KPIs) and qualitative (client service, teamwork, ethics) performance indicators.
Coordinate quarterly performance review cycles and continuous enhancement of performance management processes.
Partner with practice leaders and department heads to review attorney and staff performance management, and professional development.
Support managers in identifying employee strengths, skill gaps, and growth opportunities.
Collaborate with managers to create and monitor Performance Improvement Plans.
Employee Relations:
Lead employee relations matters and conflict resolution with sensitivity and confidentiality.
Address employee concerns, grievances, and disciplinary matters effectively.
Conduct investigations and recommend appropriate actions when required.
Ensure adherence to company policies, ethical standards, and statutory requirements.
Foster a culture of trust, transparency, and open communication.
Employee Engagement & Experience:
Develop and execute employee engagement strategies aligned with company values.
Partner with leadership to build a culture of recognition, feedback, and inclusion.
Design rewards and recognition programs to strengthen employee motivation.
Drive initiatives focused on employee well-being, inclusion, and workplace experience.
Partner with managers to improve team morale and organizational commitment.
Culture Building & Transformation:
Champion the organization's culture, values, and leadership behaviors.
Design and implement culture transformation initiatives aligned with business goals.
Drive change management and organizational effectiveness programs.
Promote a collaborative, inclusive, and high-performance work environment.
Talent Management:
Identify critical roles and build succession plans including talent reviews, and leadership pipeline development.
Partner with business leaders to identify high-potential talent and create development plans.
Design and implement talent assessment frameworks, career progression pathways, and retention strategies.
Utilize talent analytics to assess bench strength, capability gaps, and organizational readiness.
Learning & Organizational Development:
Conduct Training Needs Analysis (TNA) to identify capability-building requirements tailored to legal professionals.
Design and implement leadership development, managerial effectiveness, and capability enhancement programs.
Partner with leaders to improve team structures, workforce productivity, and organizational agility.
Measure training effectiveness and evaluate impact on individual and organizational performance.
Desired Skills and Competencies:
Excellent interpersonal and communication skills, with the ability to influence and advise at all levels.
Proven ability to manage sensitive and confidential matters with professionalism.
Excellent communication and writing skills.
Strong knowledge of HR operations, HR systems, talent management and stakeholder management.
Proficient in Microsoft Office Suite, with advanced skills in Excel, PowerPoint, and Word for data analysis, reporting, and presentation.
Experience and Education:
10+ years of progressive HR generalist or Talent and Organizational Development or HRBP experience, preferably in midsized firm. Experience from a law firm is an added advantage.
MBA/PGDM in HR or equivalent.

Work arrangement
No