Senior Human Resources Manager

About Ksquare

Ksquare is a global technology services organization helping enterprises accelerate digital transformation through Cloud, Data, Artificial Intelligence, Salesforce, Engineering, and Managed Services. With teams operating across India, North America, LATAM, and the Caribbean, our people are at the center of everything we do.

As we continue to scale with our India CoE, we are looking for a People Manager (HR Manager) who can build a high-performance culture while ensuring that our employees have an exceptional experience throughout their journey at Ksquare.

This role is ideal for someone who believes that HR exists to enable business success through people, culture, leadership, and execution.

Position Summary

The People Manager will lead the end-to-end Human Resources function and act as a trusted advisor to leadership and employees. The role will be responsible for employee lifecycle management, performance management, employee engagement, talent development, policy governance, compliance, organizational effectiveness, and culture-building initiatives.

The successful candidate will combine empathy with accountability and be capable of balancing employee advocacy with business priorities.

Key Responsibilities

1. HR Business Partnership

• Partner with business leaders to align people strategies with organizational objectives.
• Participate in workforce planning discussions to support growth plans.
• Advise managers on people matters, team dynamics, performance concerns, and organizational changes.
• Translate business challenges into actionable people initiatives.
• Provide coaching and guidance to leaders on managing teams effectively.
• Serve as a strategic partner in organizational decision-making.

2. Employee Lifecycle Management

Own and manage the complete employee lifecycle including:

Pre-boarding

• Offer documentation.
• Coordination with Talent Acquisition.
• Candidate engagement before joining.

Onboarding

• Design and execute structured onboarding programs.
• Ensure new hires understand Ksquare's culture, values, and expectations.
• Coordinate induction sessions with functional teams.
• Conduct 30-, 60-, and 90-day onboarding reviews.

Employee Experience

• Drive initiatives that enhance employee satisfaction and engagement.
• Ensure employees have clarity around career growth and expectations.
• Act as an accessible point of contact for employee concerns.

Offboarding

• Manage resignation processes.
• Conduct exit interviews.
• Identify attrition trends and recommendations.
• Ensure knowledge transfer and compliance activities are completed.

3. Performance Management

Design and manage a robust performance management framework.

Responsibilities include:

• Facilitate goal-setting and KPI alignment.
• Drive quarterly and annual performance review cycles.
• Train managers on providing effective feedback.
• Support performance calibration discussions.
• Develop Performance Improvement Plans (PIPs) where necessary.
• Monitor performance trends across teams.
• Ensure fairness and consistency in evaluations.
• Identify high performers and succession candidates.

4. Employee Relations

• Foster a positive and inclusive work environment.
• Handle employee grievances and conflict resolution.
• Conduct investigations into workplace concerns.
• Ensure confidentiality and impartiality.
• Mediate disputes between employees and managers.
• Advise leaders on sensitive employee matters.
• Promote trust and transparency across the organization.

5. Organizational Development

• Support organization design initiatives.
• Assist leaders in defining team structures and reporting relationships.
• Identify capability gaps.
• Recommend interventions to improve effectiveness.
• Drive change management initiatives.
• Develop frameworks that enhance accountability and collaboration.

6. Learning & Development

Develop programs that support employee growth.

Responsibilities include:

• Conduct training needs assessments.
• Build annual learning calendars.
• Coordinate internal and external training programs.
• Partner with leaders to identify skill development priorities.
• Launch leadership development initiatives.
• Promote continuous learning.
• Measure effectiveness of learning interventions.
• Support mentoring and coaching programs.

7. Employee Engagement & Culture

Lead initiatives that strengthen Ksquare's culture.

Examples include:

• Employee engagement surveys.
• Action planning based on survey feedback.
• Recognition and rewards programs.
• Wellness initiatives.
• Town halls and communication forums.
• Team-building activities.
• Diversity and inclusion initiatives.
• Celebration of organizational milestones and cultural events.

8. HR Policies & Governance

• Develop, review, and update HR policies.
• Ensure policies align with legal requirements and business needs.
• Maintain employee handbooks and HR documentation.
• Educate employees and managers on policy interpretation.
• Ensure consistency in policy application.
• Monitor adherence to internal standards.

9. Compliance & Statutory Requirements

Ensure compliance with applicable employment laws and regulations.

Responsibilities may include:

India

• Shops and Establishments compliance.
• Employment contracts.
• Leave administration.
• Gratuity requirements.
• Statutory documentation.
• POSH compliance.
• Labour law obligations.

Global Workforce

• Coordinate with local advisors and partners.
• Support HR compliance across operating regions.
• Maintain employment records.
• Ensure adherence to local employment requirements.

10. Compensation, Benefits & Rewards

Partner with leadership to manage compensation practices.

Responsibilities include:

• Support annual compensation reviews.
• Benchmark salaries.
• Manage benefits administration.
• Coordinate employee insurance programs.
• Advise managers on compensation decisions.
• Ensure internal equity and market competitiveness.
• Support incentive and recognition frameworks.

11. HR Operations & Systems

• Maintain employee records and HR databases.
• Oversee HRIS administration.
• Improve HR processes through automation.
• Develop employee documentation standards.
• Ensure data accuracy and confidentiality.
• Create scalable HR workflows.
• Partner with IT on employee-related systems.

12. People Analytics & Reporting

Develop meaningful HR insights.

Track and report on:

• Headcount.
• Attrition.
• Retention rates.
• Diversity metrics.
• Hiring conversion.
• Time-to-productivity.
• Employee engagement scores.
• Training participation.
• Performance distribution.
• Internal mobility.
• Leave utilization.
• Employee cost trends.

Provide monthly dashboards and recommendations to leadership.

Leadership Responsibilities

The People Manager will:

• Lead and develop HR team members.
• Build capability within the People function.
• Foster accountability and ownership.
• Establish service standards.
• Coach managers on people leadership.
• Drive execution excellence.
• Influence without relying solely on authority.
• Represent the voice of employees while protecting business interests.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Psychology, or related field.
• MBA/PGDM in Human Resources preferred.
• Additional HR certifications (SHRM, HRCI, CIPD, etc.) are advantageous.

Experience

• 8–12 years of progressive HR experience.
• Minimum 3–5 years in an HR Business Partner or HR Manager role.
• Experience supporting technology, consulting, or professional services organizations.
• Experience working with distributed or global teams preferred.
• Experience managing sensitive employee matters.
• Experience driving performance and culture initiatives.

Required Competencies:

Functional Competencies

• Performance Management
• Employee Relations
• HR Compliance
• Compensation & Benefits
• Learning & Development
• Organizational Development
• Workforce Planning
• Policy Development
• HR Analytics
• Change Management
• HR Operations

Behavioral Competencies

• Empathy balanced with accountability.
• Strong business acumen.
• High integrity and confidentiality.
• Excellent judgment.
• Influencing and negotiation skills.
• Courage to address difficult situations.
• Problem-solving orientation.
• Adaptability.
• Attention to detail.
• Strong execution capability.

What Success Looks Like in the First 12 Months

The successful People Manager will:

• Build credibility and trust with leaders and employees.
• Improve employee engagement and manager effectiveness.
• Establish consistent people practices across Ksquare.
• Implement a structured performance management process.
• Reduce regrettable attrition.
• Strengthen onboarding and employee experience.
• Improve leadership capability through coaching and training.
• Introduce data-driven HR decision-making.
• Ensure HR compliance across operating regions.
• Help create a culture where high performance and employee well-being coexist.

Why Join Ksquare

At Ksquare, HR is not viewed as an administrative function—it is a strategic capability that shapes the future of the organization. You will have the opportunity to influence leadership decisions, build programs from the ground up, develop future leaders, and create an environment where people can do the best work of their careers.

If you are passionate about people, culture, leadership, and building organizations that win through talent, we invite you to join us and help shape the next chapter of Ksquare's growth.