Digtinctive - Manager - HR Business Partner

Role Summary:
The General Manager - Human Resources will provide leadership across all facets of Human Resources with a strategic, structured, and business-driven approach. The role will focus on building HR systems, policies, and processes from scratch, strengthening organizational capability, enhancing employee experience, and enabling sustainable growth for a mid-scale organization.
The incumbent will act as a prime stakeholder in organization building, culture development, and leadership enablement, ensuring alignment between people strategy and business objectives. This role requires a dynamic, sharp, forward-thinking HR leader who brings innovative thinking, strong execution capability, and excellent people management skills.
Essential Functions:
1. HR Management Setup & Strategy:
- Provide thought leadership in designing and implementing a comprehensive HR Management System aligned to business growth.
- Build HR policies, frameworks, governance models, and standardized processes suitable for a scaling organization.
- Drive continuous improvement and value addition in HR practices and operating models.
2. Organization Development & Culture Building:
- Act as a primary stakeholder for organization development initiatives in collaboration with business units.
- Support leadership in organizational design, workforce planning, role clarity, and capability building.
- Strengthen company culture, leadership behaviours, and engagement practices across levels.
3. Talent Strategy & Workforce Planning (Non-Operational Hiring):
- Provide strategic leadership and governance for talent acquisition processes and workforce planning.
- Continuously improve assessment methodologies, quality of hire metrics, and onboarding effectiveness in partnership with the TA team.
- Ensure talent pipelines align with long-term business capability needs.
4. Training, Learning & Capability Building:

- Lead the strategy for learning and development programs to enhance technical, leadership, and behavioural capabilities.
- Partner with external training institutions, consultants, and academic bodies to create talent development pipelines.
- Promote a culture of continuous learning and performance excellence.
5. Resource Management & Workforce Optimization:
- Guide effective resource deployment, utilization, productivity optimization, and rationalization.
- Partner with business leaders on workforce budgeting, forecasting, and capacity planning.
- Manage vendor partnerships for outsourced resources where applicable.
6. Performance Management System:
- Design and implement a robust, objective-driven Performance Management System focused on continuous improvement.
- Guide leaders and managers in defining KRAs, KPIs, role clarity, and competency frameworks.
- Drive performance differentiation, talent development, and succession readiness.
7. Employee Relations & Engagement:
- Provide innovative and out-of-the-box leadership in employee engagement and experience initiatives.
- Build strong employee relations frameworks promoting transparency, trust, and fairness.
- Handle sensitive employee matters with maturity, professionalism, and discretion.
8. HRIT & HRMIS:
- Lead implementation, enhancement, and adoption of HR technology platforms and HRMIS systems.
- Develop dashboards and analytics for leadership decision-making.
- Ensure seamless HR operations through automation and data-driven insights.
9. HR Compliance & Governance:
- Ensure statutory compliance across labour laws in coordination with Finance and external consultants.
- Maintain strong audit readiness, documentation discipline, and regulatory adherence.
- Monitor policy effectiveness and risk mitigation.
Candidate's Profile:
Essential Qualifications: Bachelor's degree in science or commerce. Post Graduate qualification in HR Management shall be an added advantage.
Experience: 6 + years of experience in all aspects of HR Management with minimum 2 years in HR Management Leadership role in a medium size services company, preferably consulting or technology. Exceptional potential candidature with less experience could also be considered.
Skills, Knowledge & Abilities:
- Excellent communication & interpersonal skills with the ability to communicate effectively at all levels.
- Proficiency in MS Office applications (Word, Power-Point, Excel) and relevant HRIT applications.
- Ability to manage independently & effectively in an evolving & developing HR set-up of global business operations with underlying constrains and challenges thereof.
- Adaptable to changes with capability of handling multiple programs & assignments.
- Must have proactive and hands-on approach with required flexibility with problem solving and critical thinking skills.
- Result oriented mindset with accountability towards responsibilities.
- Knack of dealing with situation and people, external and internal.