General Manager - HR

Job title - General Manager - HR

Reports to - Co- Founder

CTC - Up to 25LPA

Experience - 10+ Years of Experience

Current Direct Reportees - 7-8 HR & Administration Team Members

Website: https://www.loveinstore.com

Duties and responsibilities

The General Manager – HR will be responsible for leading and managing the end-to-end Human Resources and Administration functions across the organisation. The role requires driving operational excellence in talent acquisition, employee lifecycle management, payroll, statutory compliance, HRMS administration, compensation and benefits, employee relations, learning & development, employee engagement, workplace administration, facility management, vendor management, and process governance while ensuring alignment with business objectives.

The incumbent will play a strategic role in developing scalable HR and Administration processes, ensuring statutory compliance, enhancing employee experience, fostering a productive work environment, and driving operational efficiency across multiple locations. The role will also be responsible for leading a team of HR and Administration professionals, partnering with business leaders to support organizational growth, workforce planning, and overall business effectiveness.

Responsibilities:

1. HR Business Partnering

• Act as a strategic HR partner to business leaders and department heads.

• Support workforce planning, organizational restructuring, succession planning, and employee productivity initiatives

.• Provide guidance on employee relations, performance management, and talent development.

• Drive employee engagement and retention initiatives across the organization.

2. Learning & Development

• Identify training needs through business discussions and performance reviews.

• Design and implement learning and development programs for employees and managers.

• Track training effectiveness and support leadership development initiatives.

• Drive capability-building programs to improve workforce performance.

3. HR Operations Management

• Lead and oversee end-to-end HR operations across corporate offices.

• Ensure smooth execution of the employee lifecycle, including onboarding, transfers, promotions, confirmations, and separations.

• Establish and maintain standardized HR processes, policies, and SOPs across the organization.

• Drive continuous process improvement initiatives to enhance operational efficiency.

4. Administration Management

• Lead, mentor, and develop the HR and Administration teams.

• Oversee administration functions including facility management, vendor management, travel administration, office infrastructure, housekeeping, security, and workplace services.

• Foster a culture of accountability, compliance, and customer-centric service delivery.

• Build capability within the HR and Administration teams through coaching and development initiatives.

• Ensure smooth coordination between business, HR, and administration functions to support organisational objectives.

5. Payroll & Compensation Administration

• Oversee payroll processing and ensure timely and accurate salary disbursement.

• Manage compensation structures, salary revisions, incentives, bonuses, and final settlements.

• Ensure payroll compliance with applicable labour laws and organisational policies.

• Collaborate with Finance for payroll reconciliation and reporting.

6. Statutory Compliance & Governance

• Ensure compliance with labour laws and statutory requirements including PF, ESI, Gratuity, Bonus, CLRA, Shops & Establishment Act, Labour Welfare Fund, and other applicable regulations.

• Manage statutory audits, labour inspections, and compliance reporting.

• Monitor compliance risks and implement corrective actions.

7. HRMS & Data Management

• Lead HRIS/HRMS administration and digital HR transformation initiatives.

• Ensure data accuracy, integrity, confidentiality, and reporting standards.

• Develop HR dashboards and MIS reports for management review.

• Utilize analytics to support workforce planning and decision-making.

8. Employee Relations & Policy Management

• Support employee grievance management and resolution mechanisms.

• Ensure effective implementation and communication of HR policies.

• Drive employee engagement initiatives from an operations perspective.

• Partner with business leaders to address operational HR challenges.

9. Performance Management & Process Excellence

• Monitor HR service delivery metrics and drive continuous improvement.

• Implement best practices in HR operations and shared services.

• Ensure timely closure of employee queries and service requests.

• Establish service-level agreements (SLAs) and operational KPIs.

10. Team Leadership

• Lead, mentor, and develop the HR Operations team.

• Foster a culture of accountability, compliance, and customer-centric service delivery.

• Build capability within the HR team through coaching and development initiatives.

11. Talent Acquisition & Manpower Planning

• Lead the organisation's manpower planning process in alignment with business growth objectives and workforce requirements.

• Partner with business leaders to forecast current and future manpower needs across corporate, sales, manufacturing, and distribution functions.

• Conduct periodic manpower analysis to identify workforce gaps, optimise organisational structure, and improve productivity.

• Develop and monitor annual manpower budgets and headcount plans.

• Drive end-to-end recruitment activities for leadership, middle management, and critical positions.

• Ensure timely closure of positions while maintaining quality-of-hire standards and recruitment SLAs.

• Build and manage talent pipelines for key business functions and succession-critical roles.

• Strengthen employer branding initiatives to attract high-quality talent in a competitive FMCG environment.

• Track and analyse recruitment metrics such as time-to-hire, cost-per-hire, resource effectiveness, offer-to-join ratio, and hiring quality.

• Collaborate with business stakeholders to improve workforce utilisation and organisational effectiveness.

• Drive recruitment process improvements through technology, vendor management, and best practices.

• Ensure compliance with approved manpower budgets and obtain necessary approvals for headcount additions.

• Present periodic manpower and recruitment dashboards to senior leadership for strategic decision-making.

Requirements

• MBA/PGDM in Human Resources or related field.

• 10+ years of HR experience with strong exposure to HR Operations, HRBP, Talent Acquisition, Learning & Development, and Employee Engagement.

• Proven experience managing an employee strength of 200+ employees across multiple locations.

• Strong knowledge of Indian Labour Laws, Payroll, Statutory Compliance, and Employee Lifecycle Management.

• Experience in manpower planning, workforce analytics, and recruitment strategy.

• Hands-on experience in designing and implementing training and development initiatives.

• Exposure to FMCG, Retail, Staffing, Sales Outsourcing or Consumer Goods industries is mandatory.

• Strong stakeholder management, leadership, communication, and problem-solving skills.

• Proficiency in HRMS, HR Analytics, and MIS reporting.

Working conditions

1.BYOD (Bring your own Laptop & Mobile)

2. Working Location - Gurugram