Senior Manager - Human Resources

Job Requirements
Senior Manager - Human Resources
Location - Noida
Profile Summary
The Senior Manager - Human Resources will be responsible for driving the organization's talent acquisition strategy, compensation philosophy, rewards framework, incentive programs and employee development journeys. The role will ensure the attraction, engagement, development and retention of high-performing talent while aligning people practices with business objectives and organizational growth plans.
Key Responsibilities
Develop and implement talent acquisition strategies aligned with business growth plans and workforce requirements.
Lead end-to-end recruitment for leadership, managerial and critical business positions.
Partner with business leaders to understand manpower requirements and workforce planning needs.
Build robust talent pipelines through consultants, job portals, social media, professional networks, employee referrals and campus hiring initiatives.
Drive employer branding initiatives to position the organization as an employer of choice.
Establish and monitor recruitment metrics including time to fill, quality of hire, offer acceptance rate and hiring cost.
Ensure a seamless and positive candidate experience across the recruitment lifecycle.
Conduct talent mapping and succession pipeline identification for critical positions.
Develop and implement compensation strategies to ensure market competitiveness and internal equity.
Lead salary benchmarking studies and recommend compensation structures based on external market trends.
Design and drive annual compensation review, salary increment and promotion processes.
Establish job evaluation and grading frameworks to support career progression and organizational effectiveness.
Partner with business leaders and finance teams on workforce cost planning and compensation budgeting.
Ensure governance, consistency and compliance across all compensation-related practices.
Design and implement rewards and recognition programs to reinforce high performance and desired workplace behaviors.
Develop recognition initiatives including spot awards, long-service awards, achievement awards and performance recognition programs.
Drive employee engagement through innovative reward and recognition practices.
Monitor effectiveness of rewards programs and recommend continuous improvements.
Design and manage short-term and long-term incentive programs aligned with business objectives.
Develop performance-linked incentive structures for sales, manufacturing and corporate functions.
Evaluate incentive effectiveness and recommend enhancements based on business outcomes and employee feedback.
Ensure incentive plans drive accountability, productivity and organizational performance.
Design structured employee development journeys across functions and career levels.
Develop competency frameworks, career progression models and capability development roadmaps.
Create leadership development programs for high-potential and future leaders.
Support succession planning through targeted development interventions and talent readiness programs.
Partner with business leaders to identify current and future capability requirements.
Establish learning pathways to strengthen technical, functional and leadership competencies.
Monitor effectiveness of development initiatives through internal movement, promotion readiness and succession strength metrics.
Act as a strategic advisor to leadership teams on talent acquisition, compensation, rewards and development-related decisions.
Utilize HR analytics and insights to drive data-based talent and rewards decisions.
Drive automation, process improvement and digital transformation initiatives within Talent Acquisition and Rewards functions.
Lead, coach and develop team members to build a high-performing HR function.
Educational Qualification
MBA / PGDM in Human Resources preferred.
Experience
10-14 years of progressive HR experience.
Experience in manufacturing, renewable energy, industrial, engineering or large corporate organizations preferred.
Strong exposure to leadership hiring and strategic HR initiatives.
Work Experience
Core Competencies
Talent Acquisition Strategy
Leadership Hiring
Workforce Planning
Compensation Strategy
Rewards & Recognition
Incentive Design & Management
Employee Development Journeys
Talent Management
Career Architecture
Succession Planning
Employer Branding
HR Analytics
Stakeholder Management
Change Management
Project Management
Team Leadership

Work arrangement
No