Senior Manager – Human Resources & Talent Management

Senior Manager – Human Resources & Talent Management
Company: Vsquare Systems Pvt. Ltd.
Location: Pune
Work Mode: Work from Office
Employment Type: Full-time
Experience: 8–12 years preferred
Role Overview
Vsquare Systems is looking for an experienced Senior Manager – Human Resources & Talent Management to lead and actively manage the HR function as the organization enters its next phase of growth.
This is a hands-on leadership role.
We are looking for someone who can think strategically, establish processes, lead the HR/recruitment team and advise Leadership, while also being willing and capable of personally executing critical HR activities when required.
The role will cover Talent Acquisition, Workforce Planning, Employee Lifecycle Management, Performance Management, Employee Engagement, Technical Training & Capability Development, HR Operations, Compliance, HR Analytics and People Governance.
The successful candidate should be comfortable moving between:
Planning → Execution → Tracking → Problem Solving → Management Reporting
The role requires a strong understanding of an IT services and technology consulting business, where people capability, niche technology hiring, customer requirements, project deployment, utilization and retention directly influence business performance.
This is a Work from Office role based in Pune requiring active interaction with Leadership, Delivery teams and employees.
Key Responsibilities
1. HR Leadership & Hands-on Ownership
Take ownership of the overall HR function while remaining actively involved in execution.
Understand Vsquare’s business priorities and translate them into HR and workforce priorities.
Review existing HR processes and identify areas requiring improvement.
Establish practical and scalable HR processes, policies and operating mechanisms.
Lead and guide the existing HR/recruitment team.
Define responsibilities, targets and performance expectations for the HR team.
Personally intervene and execute activities where the requirement is critical or requires senior HR involvement.
Establish appropriate HR systems, data structures and reporting.
Work directly with Company Leadership and Delivery Management.
Proactively identify people, hiring, capability and retention risks and drive them to closure.
Ensure that HR initiatives move from discussion to actual implementation.
The role requires a player-coach mindset — someone who leads the function but remains close to execution.
2. Talent Acquisition
Own and actively participate in the complete recruitment lifecycle.
Understand manpower requirements directly from Delivery, Sales and Leadership teams.
Develop hiring plans for current and anticipated requirements.
Personally drive critical, niche and leadership hiring where required.
Convert technical requirements into effective job descriptions and sourcing strategies.
Source candidates directly where appropriate rather than depending entirely on recruiters or agencies.
Build talent pipelines for technology skills including:
Databricks / Data Engineering
Azure / AWS / GCP
Ab Initio
SAP
AI / GenAI
UI/UX and Application Development
Conduct HR screening for important positions and establish screening standards for the recruitment team.
Validate candidate experience, technical relevance, communication, compensation, notice period, location and joining feasibility.
Coordinate and actively follow technical and customer interview processes.
Personally handle critical compensation discussions and offer negotiations.
Maintain engagement with selected candidates through joining.
Improve offer-to-joining conversion.
Build and maintain a structured and searchable candidate database.
Ensure historical candidate data is reviewed, cleaned and effectively reused.
Build and manage recruitment partners.
Measure recruitment funnel effectiveness and recruiter productivity.
Continuously improve hiring quality and turnaround time.
The Senior Manager will be accountable not merely for managing recruiters but for delivering hiring outcomes.
3. Workforce & Resource Planning
Work directly with Delivery and Leadership to maintain forward-looking workforce visibility.
Maintain visibility of billable, non-billable and bench resources.
Track upcoming project roll-offs and resource availability.
Identify internal deployment opportunities before initiating external hiring.
Maintain organization-wide skill inventory and employee competency information.
Forecast workforce requirements based on confirmed projects and business pipeline.
Translate business demand into hiring and capability-development plans.
Identify resource gaps and hiring risks proactively.
Support rapid ramp-up requirements for new customers/projects.
Provide Leadership with forward-looking workforce visibility.
4. Employee Lifecycle Management
Own and actively oversee HR activities across the complete employee lifecycle:
Joining → Onboarding → Employment → Performance → Development → Retention → Separation
Responsibilities include:
Offer and appointment documentation
Background verification
Joining formalities
Employee documentation
Induction and onboarding
Probation and confirmation
Employee transfers and role changes
Performance-review coordination
Promotion and compensation changes
Employee grievances
Retention interventions
Resignation and exit processes
Exit interviews
Full & Final settlement coordination
Experience and relieving documentation
Personally handle sensitive or important employee matters where senior HR involvement is required.
5. Employee Engagement & Retention
Lead and actively participate in employee engagement initiatives.
Establish an annual and quarterly Employee Engagement Calendar.
Conduct regular employee connect sessions.
Personally interact with employees across teams to understand concerns and feedback.
Identify employee concerns and potential attrition risks early.
Establish recognition and reward initiatives.
Lead the organization of company events, celebrations and team-building activities.
Coordinate employee participation and communication.
Measure effectiveness of engagement initiatives.
Work with managers to improve employee experience and retention.
The expectation is to personally drive important engagement initiatives, not simply assign event execution to others.
6. External Technology & Professional Events
Lead and actively coordinate external technology and professional events involving Vsquare.
These may include:
Technology meetups
Knowledge-sharing forums
Customer/partner technology events
Industry events and conferences
Hackathons
Technical workshops
Campus events
Recruitment events
Responsibilities include:
Event planning and execution
Coordination with Leadership and Technology Leads
Speaker and participant coordination
Employee participation
External partner/vendor coordination
Venue and logistics
Event communication
Employer branding and talent outreach
The Senior Manager should be comfortable personally coordinating important events from planning through execution.
7. Technical Training & Capability Development
Lead the establishment and day-to-day management of a structured Technical Training and Capability Development Program.
Work directly with Delivery and Technology Leads to identify current and future skill requirements.
Conduct skill-gap analysis.
Develop annual and quarterly technical training plans.
Identify internal SMEs, external trainers and technology partners.
Personally coordinate the setup and execution of training programs.
Organize technical workshops and knowledge-sharing sessions.
Establish certification programs.
Follow up with employees on training and certification commitments.
Track attendance, completion, assessments and certifications.
Measure effectiveness of training programs.
Maintain employee skill and certification records.
Build and maintain organization-wide competency and skill matrices.
Support cross-skilling and upskilling.
Establish learning paths for strategic technologies such as Databricks, GCP, Ab Initio, SAP, AI/GenAI and emerging technologies.
Establish appropriate training/onboarding programs for freshers and lateral hires.
Connect training plans with upcoming project and business demand.
HR will own planning, coordination, execution, tracking and measurement, while Technology and Delivery Leads will provide technical direction and subject-matter expertise.
8. Performance Management
Establish and operate a practical performance-management framework.
Establish employee goals/KRAs.
Coordinate and

Work arrangement
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