The General Manager – Human Resources will act as a strategic partner to business leaders and play a key role in aligning people strategy with business objectives. This role requires driving organizational effectiveness, talent development, employee engagement, and workforce planning.
Key Responsibilities:
Strategic HR Partnership
- Partner with senior leadership to design and execute HR strategies aligned with business goals.
- Provide insights and recommendations on organizational design, workforce planning, and succession management.
- Act as a trusted advisor on people-related issues including performance, culture, and engagement.
Talent Acquisition & Employer Branding
- Lead hiring strategy for sales, projects, and corporate functions
- Ensure strong talent pipeline for critical roles
- Build employer brand in the real estate talent market
Talent Management & Development
- Lead the talent management cycle including performance reviews, promotions, and succession planning.
- Partner with Learning & Development teams to implement leadership and skills development programs.
- Support career development initiatives and mentorship programs for high-potential employees.
Employee Engagement & Culture
- Drive employee engagement initiatives and strengthen organizational culture.
- Monitor employee morale through surveys, feedback mechanisms, and focus groups, and implement action plans.
- Manage change management initiatives during restructuring, or organizational transformations.
Employee Relations & Compliance
- Provide guidance on employee relations matters, conflict resolution, and grievance handling.
- Ensure compliance with labor laws, HR policies, and internal governance standards.
- Lead disciplinary processes, investigations, and policy interpretation.
HR Analytics & Reporting
- Leverage HR metrics (attrition, hiring trends, engagement scores, etc.) to provide actionable insights.
- Prepare HR dashboards and present people-related data to leadership for informed decision-making.
Qualifications & Skills:
- Master's degree in Human Resources, Business Administration, or related field.
- 15–20 years of progressive HR experience, with at least 5 years in a Real Estate Domain.
- Proven experience in driving HR strategies in large, complex organizations.
- Strong knowledge of labor laws, HR policies, and compliance requirements.
- Experience in managing change management initiatives and organizational development.
Skills & Competencies
- Strategic thinking and ability to influence senior stakeholders.
- Strong interpersonal and communication skills.
- Analytical mindset with experience in HR data and metrics.
- Ability to manage ambiguity and drive results in a dynamic environment.
Reporting Structure
- Reports To: Vice President / Head of Human Resources
- Direct Reports: HR Business Partners
- Key Stakeholders: Business Unit Leaders, Functional Heads, Talent Acquisition, L&D, C&B Teams
CTC - up to 25 LPA
