Role: General Manager – Human Resources (HR Head)

Office Location- Hebbal location, Bangalore
Reporting To: Managing :Director / CEO / Dealer Principal
Interview process- 2-3 Rounds (2 Telephonic rounds & Final round F2F with MD mandatory)
Experience: 15 – 17 years of overall HR experience (Mandatory: Automobile Dealership operations)
Minimum 5–7 years in senior HR leadership role within Automobile Dealership or Automotive Industry
Experience in multi-location dealership operations will be preferred.
Compensation (Yearly): INR(₹) 10-15 LPA + Allowance benefits
Only local candidates are eligible.
Look for Early Joiners (15 - 30 Days)

Educational Qualification

MBA / MSW / PGDM in Human Resources Management.
Additional qualification in Labour Law / Industrial Relations preferred.

About Company: We are reputed dealer for Tata Motors passenger vehicles. Based in Bangalore, they are a performance-driven automotive employer known for its people-first culture and strong growth opportunities. With a focus on training, career progression, and a collaborative work environment, it offers employees a platform to build long-term, rewarding careers in the automotive industry.

Position Overview

The General Manager – Human Resources will play a strategic leadership role in driving the organization's human capital agenda and aligning HR initiatives with overall business objectives. The role demands a dynamic HR leader capable of managing complete HR functions across multiple dealership locations while ensuring operational excellence, employee engagement, statutory compliance, organizational development, and business growth support.

The incumbent will act as a business partner to the management team and departmental heads by developing people strategies, strengthening organizational culture, enhancing workforce productivity, and implementing progressive HR systems and practices.

The role requires strong exposure to automobile dealership operations including Sales, Service, Spare Parts, Body Shop, CRM, Administration, and Support Functions.

Key Roles & Responsibilities:-

Strategic HR Leadership
Develop and implement long-term HR strategies aligned with organizational goals and business expansion plans.
Partner with senior management in organizational planning, workforce optimization, and succession planning.
Drive transformation initiatives and strengthen HR systems, policies, and organizational effectiveness.
Build a high-performance culture focused on accountability, productivity, discipline, and employee development.
Contribute towards organizational growth through innovative HR practices and people-centric initiatives.
Manpower Planning & Talent Acquisition
Prepare annual manpower budgets and departmental manpower planning strategies.
Lead end-to-end recruitment activities for all levels including frontline staff, middle management, and leadership roles.
Develop talent pipelines for critical positions and future business expansion.
Ensure timely hiring of quality manpower within approved budgets and timelines.
Coordinate with consultants, job portals, institutes, and internal references for talent acquisition.
Strengthen employer branding initiatives to attract and retain high-performing employees.
HR Operations & Process Management
Oversee complete HR operations including attendance management, leave administration, payroll coordination, employee documentation, and HRMS management.
Ensure proper implementation of HR policies, SOPs, systems, and employee lifecycle management processes.
Monitor employee confirmations, promotions, transfers, increments, disciplinary actions, and separations.
Ensure maintenance of employee records, statutory registers, and HR documentation as per compliance requirements.
Drive process standardization and digital HR initiatives across all branches.
Performance Management System (PMS)
Design and implement performance appraisal systems linked with business KPIs and organizational goals.
Monitor departmental productivity and employee performance indicators.
Support management in performance reviews, career progression planning, and succession development.
Facilitate performance improvement plans for underperforming employees.
Promote merit-based performance culture and recognition systems.
Employee Engagement & Organizational Culture
Develop employee engagement initiatives to improve morale, motivation, and retention.
Foster positive employee relations and maintain a healthy work environment.
Address employee grievances professionally and ensure timely resolution of concerns.
Organize employee welfare activities, celebrations, reward programs, and communication forums.
Promote company values, discipline, teamwork, and ethical work culture across all departments.
Learning & Development
Identify training needs through performance reviews and operational requirements.
Design and coordinate technical, behavioral, leadership, and customer service training programs.
Develop second-line leadership and internal talent development programs.
Coordinate with OEM trainers and external training agencies for skill enhancement initiatives.
Evaluate training effectiveness and ensure continuous employee development.
Statutory Compliance & Legal Management
Ensure complete compliance with all applicable labor laws and statutory regulations.
Monitor PF, ESI, PT, Bonus, Gratuity, CLRA, POSH, Minimum Wages, Shops & Establishment Act, and other legal compliances.
Coordinate with labor consultants, auditors, and government authorities during inspections and audits.
Ensure timely submission of statutory returns and maintenance of statutory records.
Handle legal cases, employee disputes, disciplinary proceedings, and domestic enquiries whenever required.
Industrial Relations
Maintain harmonious industrial relations across dealership operations.
Handle employee disciplinary matters, counseling sessions, warning procedures, and conflict resolution.
Ensure effective communication between management and employees.
Support management in handling labor-related issues and workforce discipline.
Develop proactive employee relation strategies to minimize attrition and disputes.
HR Analytics & MIS Reporting
Prepare HR dashboards, analytical reports, and management MIS for decision-making.
Monitor key HR metrics including attrition, absenteeism, productivity, hiring efficiency, and employee engagement.
Provide strategic insights and recommendations to management based on HR data analysis.
Ensure accuracy and confidentiality of HR reports and employee information.
Administration & Support Functions
Support administration-related activities including facility management, security coordination, housekeeping monitoring, and employee welfare infrastructure.
Coordinate corporate communication and internal administrative functions.
Ensure smooth coordination between HR and operational departments.

Experience Required

15 – 17 years of overall HR experience.
Minimum 5 – 7 years in senior HR leadership role within Automobile Dealership or Automotive Industry.
Experience in multi-location dealership operations will be preferred.

Desired Competencies & Skills

Strong leadership and people management abilities.
Excellent communication, negotiation, and interpersonal skills.
Strong knowledge of labour laws and statutory compliance.
Expertise in recruitment, performance management, employee engagement, and HR operations.
Ability to handle complex employee relations and organizational challenges.
Strategic thinking with strong analytical and decision-making capabilities.
High level of integrity, professionalism, and confidentiality.

Skills: gm-hr,hr head,statutory compliance & legal management,strategic hr leadership,industrial relations,manpower planning & talent acquisition,performance management system (pms),hr operations & process management,hr analytics & mis reporting,employee engagement & organizational culture

GM Human Resources (HR Head)- Automobile Industry