Senior Human Resources Manager

GRAVITY BUSINESS PROCESS PRIVATE LIMITED JOB DESCRIPTION Role Details Position Title Senior HR Manager Department Human Resources Location Koratty, Infopark Employment Type Full-Time, Permanent Scope Gravity Business Process Private Limited and client organizations where Gravity has active HR delivery contracts.

Position Summary The Senior HR Manager is the most senior HR authority at Gravity Business Process Private Limited, responsible for independently leading and governing the full spectrum of human resource functions across Gravity and its client organizations. This is a strategic and hands-on leadership role that requires comprehensive expertise across talent acquisition, KRA/KPI-driven performance management, and learning & development — alongside strong capabilities in HR operations, compliance, employee relations, and organizational development.

Reporting Structure & AuthorityIs the highest HR authority within Gravity, with full functional ownership of the HR department. Manages all HR professionals within Gravity and client-embedded HR teams, including HR Executives, Recruiters, HR Operations, Payroll, L&D, and HR Admin staff. Sets HR operating standards, policies, KPIs, and service delivery norms across Gravity and all supported client organizations. Has authority to approve HR organization structures, role charters, and people-related decisions within defined governance limits.

Strategic Mandate The Senior HR Manager owns and drives the following strategic HR priorities for Gravity: Build and sustain a high-quality talent pipeline through structured, efficient, and data-driven recruitment. Design and implement a robust KRA/KPI framework that drives accountability, performance, and measurable results at all levels. Develop a learning organization by building L&D programs that improve capability, career growth, and organizational effectiveness. Ensure HR governance, policy compliance, and labor law adherence across Gravity and client organizations. Drive employee engagement, retention, and a positive workplace culture through evidence-based HR practices.

Key Responsibilities 1. Talent Acquisition & Recruitment (Core Competency) Own and lead end-to-end recruitment operations for Gravity and all client organizations — from manpower planning through onboarding. Design competency-based sourcing strategies covering job portals, social media, campus hiring, employee referrals, and staffing agencies. Develop and implement structured interview processes including competency frameworks, assessment tools, and interview scorecards to ensure consistent quality of hire. Lead high-volume and leadership-level hiring drives simultaneously, ensuring speed, quality, and candidate experience. Build and maintain a proactive talent pipeline and employer brand to reduce time-to-hire and dependency on reactive hiring. Establish and govern recruitment analytics: time-to-fill, time-to-hire, offer acceptance rate, quality-of-hire, source effectiveness, and cost-per-hire. Manage the end-to-end offer management process including salary negotiation, background verification, and pre-boarding coordination. Build, manage, and evaluate the recruitment partner ecosystem: agencies, job boards, university networks, and industry bodies.

2. Performance Management — KRA & KPI Framework (Core Competency) Design, implement, and govern a comprehensive performance management system built on clearly defined KRAs (Key Result Areas) and KPIs (Key Performance Indicators) for all roles across Gravity and client organizations. Partner with department heads and the MD/CEO to define role-specific KRAs and measurable KPIs aligned with organizational and business unit goals. Ensure all employees have documented, SMART-aligned KRAs/KPIs at the start of each performance cycle with clear weightages and targets. Manage the full performance cycle: goal setting, mid-year review, year-end appraisal, performance calibration, and final ratings. Train managers on effective KRA/KPI setting, objective performance conversations, continuous feedback practices, and appraisal documentation. Design performance dashboards and scorecards that give management real-time visibility into individual, team, and department-level performance. Lead the performance improvement plan (PIP) process for underperforming employees with structured timelines, support mechanisms, and documentation. Connect performance outcomes to reward, recognition, promotion, and career development decisions to drive a high-performance culture. Continuously review and refine the KRA/KPI framework to ensure relevance as business strategies evolve.

3. Learning & Development (Core Competency) Develop and own the annual Learning & Development strategy and training calendar for Gravity and client organizations, aligned to business priorities and skill gaps. Conduct Training Needs Analysis (TNA) through performance data, manager inputs, skills gap assessments, and business requirements. Design and deliver diverse learning interventions: induction programs, functional training, behavioral programs, leadership development, and compliance training. Build an internal HR capability program to upskill all HR team members on best practices, labor law updates, HRIS tools, and Gravity’s HR delivery standards. Establish a structured leadership development and succession planning framework to build a pipeline of future managers and leaders from within. Implement blended learning approaches: in-person workshops, e-learning, on-the-job learning, mentoring, and external programs. Measure L&D effectiveness using Kirkpatrick’s model or equivalent framework: reaction, learning, behavior change, and business impact. Track training completion rates, learning hours, skill development metrics, and ROI from L&D investments.

4. HR Operations & Policy Governance Develop, implement, and continuously update HR policies, procedures, and the employee handbook across Gravity and supported client organizations. Manage all HR operational workflows: onboarding, confirmation, transfers, promotions, separations, and HR records management. Establish and maintain audit-ready HR documentation, employee files, and compliance records. Ensure accurate and timely payroll inputs in coordination with the payroll and finance team.

5. Employee Relations & Engagement Foster a positive, inclusive, and high-trust work environment across Gravity. Manage grievance handling, conflict resolution, and disciplinary processes with fairness, consistency, and documentation. Design and execute employee engagement programs: recognition, team events, communication forums, and culture-building initiatives. Run employee listening programs (surveys, pulse checks, stay interviews) and develop action plans based on findings. Champion diversity, equity, and inclusion (DEI) across Gravity and client organizations.

6. Compensation, Benefits & Total Rewards Design competitive compensation structures through market benchmarking and pay-band analysis. Develop and communicate total rewards frameworks that support retention, fairness, and performance recognition. Administer salary revisions, incentive programs, and statutory benefits in compliance with applicable laws.

7. HR Compliance & Risk Management Ensure full compliance with applicable labor laws, statutory requirements, and industry regulations across all locations. Proactively identify HR compliance risks and implement preventive controls and training. Manage statutory filings, labor audits, and regulatory inspections with complete documentation.

8. HR Technology, Analytics & Reporting Select, implement, and manage HRIS, ATS, and other HR technology platforms appropriate for Gravity’s scale and needs. Build people analytics capabilities: workforce dashboards, attrition risk models, headcount reports, and recruitment analytics. Present monthly HR dashboards to the MD/CEO covering hiring, performance, attrition, engagement, and L&D metrics.

9. Client HR Services & Stakeholder Management Serve as the primary HR partner to client leadership for organizations supported by Gravity’s HR delivery model. Translate client business goals into customized HR execution plans while maintaining Gravity’s quality and governance standards. Manage client-embedded HR teams and ensure SLA compliance and delivery quality.

10. Team Leadership & Capability Building Lead, mentor, and manage the entire HR team at Gravity; set clear accountability, performance expectations, and development goals. Build HR team capability through regular coaching, training, and structured performance reviews. Drive a culture of continuous improvement and operational excellence within the HR function.

Qualifications & Requirements Educational Background Degree in Human Resources Management Professional HR certifications such as SHRM-SCP, SPHR, PHR, or equivalent are strongly preferred. Additional certifications in Recruitment, L&D, or Performance Management will be an added advantage.

Professional Experience Minimum 10 years of progressive HR experience, with at least 5 years in a Senior HR Manager role with full functional ownership. Demonstrated expert-level competency in all three core areas: end-to-end Recruitment, KRA/KPI-based Performance Management, and Learning & Development. Proven track record of independently designing and implementing HR strategies, systems, and frameworks from scratch. Experience managing HR across multiple business units or client-facing HR delivery is strongly preferred. Hands-on experience managing HR teams and driving measurable improvements in talent quality, performance outcomes, and employee retention. Prior exposure to BPO, HR consulting, or multi-client HR service delivery environments is a significant advantage.