Human Resources Manager

Location: Gurgaon, Haryana, India | Experience: Mid Level (7-10 years)

About the Company

We are a Gurugram-headquartered organization operating across the agri-food, food, and energy supply chain sectors. Our work connects essential products, services, and operating capabilities across complex markets, where dependable execution and responsible growth are central to long-term value creation. The company brings together commercial, operational, and corporate teams working across interconnected businesses and stakeholder groups. This environment requires disciplined processes, practical decision-making, and strong collaboration between people leaders and specialist functions. As the organization continues to grow, Human Resources plays an important role in strengthening leadership capability, improving employee experience, and building scalable people systems. We value ownership, integrity, business partnership, and solutions that work in day-to-day operations. The Human Resources Manager will help translate these principles into consistent practices across the employee lifecycle, supporting managers and teams while enabling the organization to attract, develop, and retain the talent needed for sustainable performance.

About the Role

The Human Resources Manager will own the delivery of core HR programs across the employee lifecycle, from workforce planning and hiring support through performance, development, engagement, and employee relations. The role will partner with managers to convert business needs into practical people plans, strengthen compliance, and improve the consistency of workplace practices. Through HR systems, reporting, policies, and manager enablement, this position will create visibility into workforce trends and help leaders make better decisions. The manager will also contribute to a scalable HR operating model suited to a growing organization working across agri-food, food, and energy supply chain businesses. The business impact is a stronger employee experience, healthier talent pipelines, better manager capability, and reduced people-related risk.

Key Responsibilities

• Own annual workforce planning and hiring coordination through structured requisition, interview, and onboarding processes, improving hiring quality, speed, and alignment with business priorities.
• Lead performance management cycles through clear goals, review rhythms, calibration, and manager guidance, strengthening accountability and connecting individual contribution to business outcomes.
• Manage employee relations cases through consistent policies, documented processes, and timely resolution, protecting trust, legal compliance, and workplace effectiveness.
• Build people reporting through HR systems and recurring dashboards, giving leaders visibility into headcount, attrition, hiring progress, engagement, and workforce risks.
• Partner with managers on organizational development, succession, and capability planning, ensuring critical teams have stronger leadership depth and employees have clearer growth pathways.
• Own employee lifecycle processes across joining, transfers, confirmations, promotions, leave, and exits, reducing friction and improving data accuracy and employee experience.
• Strengthen HR policies and compliance practices through regular review, communication, and implementation, reducing operational risk across the organization’s evolving workforce.
• Design and deliver engagement initiatives using employee feedback and participation data, improving connection, retention, and the quality of day-to-day workplace experience.

Essential Skills & Technologies

• Strong HR generalist expertise across employee relations, performance management, talent development, workforce planning, policies, compliance, and employee lifecycle operations in a growing business environment.
• Proven ability to influence managers and senior stakeholders through practical advice, clear communication, sound judgment, and confidential handling of sensitive people matters.
• Experience using HRIS platforms, applicant tracking systems, Microsoft Excel or equivalent reporting tools, and people analytics to improve decisions, process visibility, and operational consistency.
• Working knowledge of Indian employment regulations, statutory requirements, HR documentation, and audit readiness, with the ability to translate requirements into usable business practices.
• Structured program management capability, including planning, execution, stakeholder coordination, measurement, and continuous improvement across multiple HR priorities.
• Strong listening, facilitation, coaching, and conflict-resolution skills that build trust while maintaining fairness, consistency, and organizational accountability.

Additional Plus

• Experience supporting employees and managers across multiple business units, operational environments, or supply chain-linked organizations with varied workforce needs.
• Exposure to organizational change, culture-building, employee engagement measurement, or HR transformation initiatives that improved adoption and business effectiveness.
• Professional certification in human resources, labor relations, organizational development, or a related discipline would be advantageous.

What You'll Bring

• You bring 7–10 years of progressive HR experience, with a track record of owning generalist HR programs and converting business needs into measurable improvements in workforce effectiveness.
• You combine commercial awareness with strong HR judgment, understanding how talent, leadership, engagement, and organizational design influence operational performance and sustainable growth.
• You are trusted with sensitive information and handle employee relations, investigations, performance concerns, and organizational changes with discretion, empathy, fairness, and consistency.
• You use data and systems to improve HR delivery, rather than relying only on intuition. You can interpret workforce metrics, identify patterns, and turn insights into practical interventions.
• You communicate clearly with employees, managers, and senior leaders, adapting your message while maintaining policy integrity and building confidence in HR decisions.
• You take ownership from diagnosis through implementation and follow-up, establishing clear milestones, measuring outcomes, and improving processes when results or stakeholder feedback indicate a better approach.
• You are comfortable working in a hybrid environment and collaborating across functions, balancing independent execution with timely escalation and transparent stakeholder updates.
• You bring curiosity, resilience, and a service mindset, while remaining willing to challenge ineffective practices and build scalable solutions for a growing organization.

Why Join Us

This role offers the opportunity to shape the people operating model of a Gurugram-headquartered organization working across essential agri-food, food, and energy supply chain businesses. Your work will influence how teams grow, collaborate, and perform across interconnected operations.

You will partner directly with managers and business stakeholders, giving you meaningful ownership over workforce planning, leadership capability, employee experience, and organizational effectiveness. The role combines strategic input with hands-on delivery, allowing you to see the impact of your decisions.

The organization is building scalable practices for a growing and operationally complex environment. You will have the scope to improve systems, strengthen governance, use people data, and establish consistent HR standards that reduce risk and support sustainable business performance.

This is an opportunity for an accountable HR professional to build trust, raise the quality of people decisions, and create practical programs that employees and leaders can rely on every day.

What We Offer

• Hybrid working model based in Gurgaon, supporting focused execution alongside meaningful collaboration with managers and cross-functional teams.
• Broad ownership across core HR programs, with the opportunity to shape scalable systems, policies, reporting, and employee experience practices.
• Direct exposure to business leaders and interconnected sectors, creating opportunities to influence workforce decisions and organizational effectiveness.
• A role with visible business impact, where stronger people processes contribute to better leadership, retention, compliance, and sustainable growth.