Job Title: HR Manager/HR Head
Experience: 5–10 years
Job Summary
seeking a results-driven and proactive HR Manager/People Manager to lead our Human
Resources function and build a high-performance, people-first culture. The role demands a strategic thinker
with strong operational execution capabilities, responsible for driving HR strategy, organizational
...
development, talent acquisition, performance management, compliance, and employee engagement. The
ideal candidate will act as a trusted advisor to leadership while strengthening HR systems, processes, and
the overall workplace experience.Key Responsibilities
1. Recruitment & Talent Acquisition
• Develop and execute robust strategies to attract and retain high-caliber talent.
• Lead full-cycle recruitment: sourcing, evaluation, interviews, and onboarding.
• Maintain a proactive talent pipeline for critical and leadership positions.
2. Organizational Development
• Drive OD initiatives to improve organizational structure, efficiency, and workforce capabilities.
• Partner with management to reinforceculture, values, and long-term vision.
• Conduct organizational health assessments and lead improvement interventions.
3. Leadership & People Development
• Work with the CEO and department heads to identify leadership gaps and development priorities.
• Implement targeted training and mentoring programs for managers and high-potential employees.
• Promote a continuous learning and internal career progression environment.
4. Employee Engagement & Relations
• Build and promote engagement programs that enhance morale, retention, and collaboration.
• Manage employee grievances and conflict resolution with professionalism and empathy.
• Advise employees and management to foster a transparent and trust-based work environment.
5. HR Policy & Compliance
• Ensure compliance with statutory regulations, labor laws, and HR governance practices.
• Update, communicate, and enforce HR policies, employee handbooks, and agreements.
• Strengthen HR audits, documentation, and compliance readiness.
6. Performance Management
• Lead performance appraisal cycles, KRAs/KPIs alignment, and goal-setting frameworks._________________________________
Member of ezee ENERGY Group Germany• Train managers on feedback delivery and capability-based performance reviews.
• Ensure data-driven performance outcomes that support growth, rewards, and development.
7. Learning & Development
• Conduct training needs analysis and coordinate tailored learning interventions.
• Manage in-house and external learning programs, workshops, and skill-building initiatives.
• Track training effectiveness and ensure alignment with business needs.
8. Payroll & Benefits Administration
• Oversee accurate and timely payroll processing with statutory compliance.
• Manage benefits including health insurance, leave, and employee welfare programs.
• Recommend improvements in compensation and benefits structure.
9. Strategic HR Planning
• Align HR strategy with organizational priorities and long-term workforce planning.
• Drive manpower planning, succession planning, and organizational restructuring efforts.
• Support change management initiatives and operational scalability.
10. Executive Support
• Assist the CEO/ DTs/TLs in strategic initiatives, organizational planning, and decision-making.
• Execute special cross-functional projects as directed by leadership.ASK Matrix (Attitude – Skills – Knowledge)
A. Attitude
• High ownership mindset with a proactive and solutions-driven approach.
• Strong ethical standards, confidentiality, and fairness.
• Empathy, emotional intelligence, and a people-first leadership style.
• Positive, resilient, and adaptable to fast-changing organizational needs.
• Collaborative mindset with the ability to influence without authority.
• Commitment to continuous improvement and process discipline.
S. Skills
• Talent acquisition, interviewing, and competency-based assessment.
• Strong communication, conflict resolution, and negotiation skills.
• Leadership coaching, team development, and stakeholder management.
• HR analytics, MIS reporting, and data-driven decision-making.
• Proficiency in HRIS, payroll systems, and performance management tools._________________________________
Member of ezee ENERGY Group Germany• Policy drafting, process design, and compliance management.
• Training facilitation, organizational development tools, and change management.
K. Knowledge
• Deep understanding of Indian labor laws, statutory compliance, and HR regulations.
• Expertise in HR operations: recruitment, payroll, performance management, L&D.
• Knowledge of organizational design, cultural frameworks, and competency models.
• Familiarity with HR technology platforms (e.g., GreytHR).
• Understanding of industry-specific HR needs—preferably Renewable Energy, IoT, or Manufacturing
sectors.
• Awareness of best practices in leadership development, employee engagement, and workforce
planning.Qualifications
• Bachelor’s or Master’s degree in HR, Business Administration, or related field.
• 5–10 years of progressive HR experience with leadership responsibilities.
• Strong command of HR best practices, labor law, and people development methodologies.Preferred Skills & Experience
• Experience in Renewable Energy, IT, IoT, or Engineering/Manufacturing environments.
• Exposure to organizational transformation, culture-building, and scale-up environments.
experience
10show more
Job Title: HR Manager/HR Head
Experience: 5–10 years
Job Summary
seeking a results-driven and proactive HR Manager/People Manager to lead our Human
Resources function and build a high-performance, people-first culture. The role demands a strategic thinker
with strong operational execution capabilities, responsible for driving HR strategy, organizational
development, talent acquisition, performance management, compliance, and employee engagement. The
ideal candidate will act as a trusted advisor to leadership while strengthening HR systems, processes, and
the overall workplace experience.Key Responsibilities
1. Recruitment & Talent Acquisition
• Develop and execute robust strategies to attract and retain high-caliber talent.
• Lead full-cycle recruitment: sourcing, evaluation, interviews, and onboarding.
• Maintain a proactive talent pipeline for critical and leadership positions.
2. Organizational Development
• Drive OD initiatives to improve organizational structure, efficiency, and workforce capabilities.
• Partner with management to reinforceculture, values, and long-term vision.
• Conduct organizational health assessments and lead improvement interventions.
...
3. Leadership & People Development
• Work with the CEO and department heads to identify leadership gaps and development priorities.
• Implement targeted training and mentoring programs for managers and high-potential employees.
• Promote a continuous learning and internal career progression environment.
4. Employee Engagement & Relations
• Build and promote engagement programs that enhance morale, retention, and collaboration.
• Manage employee grievances and conflict resolution with professionalism and empathy.
• Advise employees and management to foster a transparent and trust-based work environment.
5. HR Policy & Compliance
• Ensure compliance with statutory regulations, labor laws, and HR governance practices.
• Update, communicate, and enforce HR policies, employee handbooks, and agreements.
• Strengthen HR audits, documentation, and compliance readiness.
6. Performance Management
• Lead performance appraisal cycles, KRAs/KPIs alignment, and goal-setting frameworks._________________________________
Member of ezee ENERGY Group Germany• Train managers on feedback delivery and capability-based performance reviews.
• Ensure data-driven performance outcomes that support growth, rewards, and development.
7. Learning & Development
• Conduct training needs analysis and coordinate tailored learning interventions.
• Manage in-house and external learning programs, workshops, and skill-building initiatives.
• Track training effectiveness and ensure alignment with business needs.
8. Payroll & Benefits Administration
• Oversee accurate and timely payroll processing with statutory compliance.
• Manage benefits including health insurance, leave, and employee welfare programs.
• Recommend improvements in compensation and benefits structure.
9. Strategic HR Planning
• Align HR strategy with organizational priorities and long-term workforce planning.
• Drive manpower planning, succession planning, and organizational restructuring efforts.
• Support change management initiatives and operational scalability.
10. Executive Support
• Assist the CEO/ DTs/TLs in strategic initiatives, organizational planning, and decision-making.
• Execute special cross-functional projects as directed by leadership.ASK Matrix (Attitude – Skills – Knowledge)
A. Attitude
• High ownership mindset with a proactive and solutions-driven approach.
• Strong ethical standards, confidentiality, and fairness.
• Empathy, emotional intelligence, and a people-first leadership style.
• Positive, resilient, and adaptable to fast-changing organizational needs.
• Collaborative mindset with the ability to influence without authority.
• Commitment to continuous improvement and process discipline.
S. Skills
• Talent acquisition, interviewing, and competency-based assessment.
• Strong communication, conflict resolution, and negotiation skills.
• Leadership coaching, team development, and stakeholder management.
• HR analytics, MIS reporting, and data-driven decision-making.
• Proficiency in HRIS, payroll systems, and performance management tools._________________________________
Member of ezee ENERGY Group Germany• Policy drafting, process design, and compliance management.
• Training facilitation, organizational development tools, and change management.
K. Knowledge
• Deep understanding of Indian labor laws, statutory compliance, and HR regulations.
• Expertise in HR operations: recruitment, payroll, performance management, L&D.
• Knowledge of organizational design, cultural frameworks, and competency models.
• Familiarity with HR technology platforms (e.g., GreytHR).
• Understanding of industry-specific HR needs—preferably Renewable Energy, IoT, or Manufacturing
sectors.
• Awareness of best practices in leadership development, employee engagement, and workforce
planning.Qualifications
• Bachelor’s or Master’s degree in HR, Business Administration, or related field.
• 5–10 years of progressive HR experience with leadership responsibilities.
• Strong command of HR best practices, labor law, and people development methodologies.Preferred Skills & Experience
• Experience in Renewable Energy, IT, IoT, or Engineering/Manufacturing environments.
• Exposure to organizational transformation, culture-building, and scale-up environments.
experience
10show more
