Manager / Senior Manager HR Shared Services

JD:

HR Shared Services Strategy & Operating Model

• Define the charter and mandate of the HR Shared Services vertical in alignment with enterprise HR strategy
• Develop and maintain the shared services operating model across CO, BUs, and sitescentralized, decentralized, or hybrid as appropriate
• Define and review Service Level Agreements (SLAs), turnaround times (TATs), and accuracy metrics for all service lines (e.g., onboarding, transfers, payroll, compliance)

• Set up and monitor performance dashboards, service quality indicators, and cost-efficiency metrics across the HRSS team • Ensure close collaboration with HR COEs (e.g., Total Rewards, Talent Acquisition), Business HR, and Admin for seamless execution Employee Lifecycle Process Execution & Governance • Oversee the end-to-end execution of onboarding, offboarding, transfers, confirmations, internal movements, and deputations • Institutionalize checklists, controls, and process flows for all lifecycle eventscustomized for project, BU, or corporate contexts • Govern accuracy and integrity of employee data, records, and personnel files in alignment with audit and compliance standards • Track and monitor site-level operational handoffs (e.g., mobilization forms, access cards, manpower updates) and resolve gaps • Champion improvements in turnaround time and employee experience during lifecycle transitions Statutory Compliance Management • Govern implementation of all relevant statutory frameworks—PF, ESIC, CLRA, Gratuity, Wages Act, Minimum Wages, etc.—via the Compliance Lead • Track compliance obligations across geographies and entities, ensuring timely submissions, registrations, and license renewals • Partner with Site Admin and Contracts teams to manage labour license requirements, contractor registration, and site level audits • Represent HRSS in legal inspections, labour office visits, and compliance-related dispute resolution, as required • Ensure documentation, registers, and compliance reports are centrally updated and auditable at any time HR Risk Management & Internal Audits • Define the HRSS internal audit calendar and lead audit coordination efforts in collaboration with Internal Audit and Legal • Monitor audit trails for payroll, compliance, and HR operational transactions; ensure prompt closure of open observations • Develop and institutionalize control frameworks (e.g., approval hierarchies, digital documentation protocols, periodic validations) • Escalate material breaches or risks to CHRO and relevant stakeholders with detailed root cause analysis and mitigation plans People Leadership & Cross-Functional Interface • Provide strategic direction, coaching, and performance feedback to functional leads of HR Ops, Payroll, and Compliance • Build a service-oriented and accountable team culture with a focus on responsiveness and continuous improvement • Act as the escalation point for service delivery issues raised by senior stakeholders or employees • Drive alignment with Admin for onboarding/offboarding; with Legal for compliance disputes.