Senior Human Resources Manager

About RoleDepartment:Human Resource Designation:Senior HR Manager Reports To:Director/sDetailed Roles & Responsibilities1. Strategic HR Leadership •Organizational Development:Drive initiatives that enhance organizational effectiveness, employee engagement and Efficiency Improvement •Business Partnership:Act as a strategic partner to senior management, providing insights and recommendations on HR-related matters to support company vision •Change Management:Lead and manage organizational change initiatives to ensure smooth transitions and minimize disruption.2. Talent Acquisition and Management •Recruitment:Oversee the recruitment process to ensure that the recruitment strategy meets the organization’s current and future needs. •Workforce Planning:Competitive analysis of other companies on what terms are employees are working and recommend ideal strategy to plan Workforce.3. Payroll Administration •Payroll Processing Accuracy:Design and manage competitive compensation structures and benefit programs that align with industry standards and organizational goals • Statutory Compliance:Ensure full compliance with labour laws, tax regulations, and statutory deductions (PF, ESI, PT, TDS in India, coordination for Federal/State Taxes in the US) • Payroll Audits & Reporting:Regular reconciliation of payroll and Accounts Audit Query resolution • Vendor/Third-party Coordination:Collaborate with payroll vendors to ensure smooth operations.4. Compensation and Benefits • Compensation Strategy:Ensure timely and error-free payroll processing, adhering to all applicable laws and internal policies. • Salary Reviews:Conduct regular salary reviews and market benchmarking to ensure fair and equitable compensation practices. • Benefits Administration:Oversee the administration of employee benefits programs, including health insurance, retirement plans, and other perks.5. Employee Relations and Engagement • Employee Engagement:Develop and implement strategies to enhance employee engagement, satisfaction, and retention. • Conflict Resolution:Address and resolve employee grievances, conflicts, and disciplinary issues in a fair and consistent manner. • Work Environment:Foster a positive work culture and ensure that workplace practices are in compliance with legal and ethical standards.6. Compliance and Risk Management • Legal Compliance:Ensure compliance with all relevant labor laws, regulations, and company policies. Stay updated on changes in employment legislation and adjust policies as needed. • HR Policies and Procedures:Develop, implement, and review HR policies and procedures to ensure they are effective and aligned with legal requirements.7. Data Management and Reporting • HR Analytics:Utilize HR data and analytics to make informed decisions and measure the effectiveness of HR initiatives. • Reporting:Prepare and present regular HR reports to the executive team, including metrics on recruitment, employee performance, turnover, and other key HR indicators.8. Organizational Development & Culture • Organization Development:Conduct organizational assessments to identify performance gaps and areas for improvement. Design and implement talent management and succession planning strategies. • Culture Alignment:Reinforcing trust and cultural cohesion through Open Communication and Cultural Resilience.9. Leadership and Team Management • HR Team Leadership:Manage and develop the HR team, setting clear goals, providing support, and ensuring professional growth. • Collaboration:Foster collaboration within the HR team and with other departments to achieve organizational goals.10. Learning, Development & Performance Management • Learning & Development:Implement and manage employee development programs, including training, development, and career progression plans. Develop and implement a comprehensive learning and development strategy to support organizational goals. Build and maintain a Learning Management System (LMS) to track and report on training and development progress. • Leadership Development:Arranging special trainings for upgrading the Leaders in Operational role • Performance Management:Develop and maintain a robust performance management system to assess employee performance and drive high performance. Support the development of performance review processes and provide feedback to leaders on employee growth.11. Information Security Related Responsibilities • Ensure compliance with DynaTech IT&IS policies and cybersecurity regulations across departments. • Allocate resources for cybersecurity initiatives and support Cyber Security programs. • Review Information Security risks, incident response, and coordinate with stakeholders. • Establish and approve DynaTech IT&IS policies aligned with organizational strategy. • Approve access based on job roles to ensure minimum necessary access.Qualifications:1. Bachelor’s degree in human resources, Business Administration, or a related field (Master’s preferred). 2. 10+ years of HR management experience, with a track record in strategic and operational HR functions, Minimum 5yrs from IT Industry only 3. Must have worked for an organization having 300+ employees 4. Must have managed a team of 7+ members 5. Professional HR certification (e.g., SHRM-SCP, SPHR) or Degree in Psychology is a plus. 6. Experience with HRIS and data management tools.Key Competencies/Skills:1. Strong leadership and mentoring abilities to inspire and guide the HR team and foster a culture of growth. 2. Ability to align HR initiatives with the company's strategic goals and anticipate future HR needs. 3. Excellent verbal and written communication skills to build relationships across all levels. 4. Skilled at managing conflict constructively and offering fair solutions that support a positive work environment. 5. Proficient in using HR analytics to measure HR effectiveness and make data-driven decisions. 6. Strong understanding of labour laws, Payroll and TDS regulations, with the ability to implement compliant and fair HR practices. 7. Experience in leading HR transformations and change management initiatives to adapt to evolving business needs.

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