Sr. Manager - Human Resources

Culture Transformation, Employee Experience and Employer Branding

Champion the organization's values and translate them into tangible employee behaviors and practices.

Design and implement culture-building interventions that strengthen employee engagement and organizational effectiveness.

Partner with leaders to enhance culture, team effectiveness, collaboration, and psychological safety.

Analyze employee feedback and engagement data to identify cultural strengths, risks, and improvement opportunities.

Develop and implement action plans to improve employee experience and workplace culture.

Act as a trusted advisor to leaders on culture-related challenges and change management initiatives.

Manage the organization's employer brand presence across external platforms including LinkedIn, Glassdoor, Ambition Box, Indeed, and other relevant channels.

Monitor employer brand metrics, candidate feedback, and external reputation indicators, recommending actions to strengthen the organization's position as an employer of choice.

Drive participation in employer branding awards, external benchmarking studies, and best workplace certifications to enhance organizational visibility and market reputation.

Employee Grievance Management

Own and manage the organization's grievance redressal framework and mechanisms.

Review, investigate, and resolve employee complaints in a fair, confidential, and timely manner.

Conduct fact-finding investigations and recommend appropriate resolutions based on policy and organizational values.

Track grievance trends, identify systemic issues, and recommend preventive interventions.

Partner with HR, Legal, and business leaders to ensure consistency and fairness in grievance resolution.

Maintain confidential records and documentation in line with legal and organizational requirements.

Build employee confidence in speaking-up and escalation mechanisms.

Ethics & Ant-discrimination

Lead ethics communication, training, and awareness programs for employees and managers.

Manage ethics-related complaints, conduct investigations, and coordinate resolution processes.

Monitor ethics trends and recommend actions to strengthen ethical culture and risk mitigation.

POSH (Prevention of Sexual Harassment) Compliance

Serve as the HR custodian for POSH compliance in line with applicable legislation.

Support and coordinate the Internal Committee (IC) and ensure effective case management.

Ensure timely and compliant handling of POSH complaints, investigations, and documentation.

Facilitate POSH awareness, sensitization, and certification programs across employee groups.

Maintain all statutory records and ensure compliance with annual reporting requirements.

Review organizational practices and recommend improvements to strengthen workplace safety and respect.

Provide guidance to managers and employees on POSH-related concerns while maintaining confidentiality and procedural fairness.

Governance, Analytics & Reporting

Develop dashboards and reports on inclusion, culture, grievances, ethics, and POSH metrics.

Track key indicators such as diversity metrics, grievance resolution timelines and ethics cases, I&D compliance module completions.

Present insights and recommendations to HR leadership and senior management.

Benchmark external best practices and recommend enhancements to organizational programs.