AGM - HR

JOB PURPOSE

• The AGM - HR will be responsible for driving the complete Human Resource agenda for the Data Center Business by managing the entire employee lifecycle from Hire-to-Retire . The role will partner with business leaders to build a high-performance and compliant organization, ensuring talent availability, workforce productivity, employee engagement, culture building, statutory compliance, and governance of HR processes. The incumbent will play a critical role in supporting business growth, greenfield expansion projects, and operational excellence across Data Center locations ORGANISATION CHART CHRO --> AGM - HR KEY ACCOUNTABILITIES Responsibilities Key Performance Indicators (KPIs) Workforce Planning & Talent Acquisition – Develop manpower plans in consultation with business leaders, manage sourcing, selection, onboarding and deployment of talent for operations, projects and corporate roles. Time to Fill, Offer Acceptance Ratio, Joining Ratio, Critical Position Closure Rate Employee Onboarding & Integration – Ensure smooth onboarding, induction, culture assimilation and productivity ramp-up for new hires. New Hire Engagement Score, Onboarding Completion Rate, 90-Day Attrition Performance Management – Drive goal setting/ PDM, mid-year review, annual performance cycle, talent differentiation and performance improvement plans. PMS Completion Rate, Quality of Goal Setting, High Performer Retention Learning & Capability Development – Identify capability gaps and execute technical, managerial and leadership development interventions Training Hours per Employee, Certification Completion, Capability Index Talent Management & Succession Planning – Support talent reviews, leadership pipeline development, career progression and succession planning for critical roles Succession Coverage, Leadership Bench Strength, Internal Movement Ratio Employee Relations & Engagement – Foster positive employee relations, grievance management, employee communication and engagement initiatives. Engagement Score, Attrition Rate, Grievance Closure TAT KEY ACCOUNTABILITIES - Additional Details Compensation & Benefits Administration – Support annual compensation review, benchmarking, payroll inputs and employee benefits administration. Payroll Accuracy, Compensation Cycle Completion, Benefits Utilization HR Operations & Employee Lifecycle Management – Manage end-to-end employee lifecycle including confirmations, transfers, promotions, separations, exit management and HR records. SLA Adherence, Data Accuracy, Lifecycle Process Compliance Statutory Compliance & Labour Law Governance – Ensure compliance with all applicable labour laws, social security regulations and statutory obligations across Data Center locations and contractor workforce. Contract Labour & Vendor Workforce Management - Monitor compliance of contractors, staffing agencies and outsourced workforce. Conduct periodic audits. Zero Compliance Violations, Audit Scores, Statutory Filing Accuracy Contractor Compliance Score, Audit Closure Rate POSH, Ethics & Governance – Ensure implementation of POSH provisions, employee awareness, ethics standards and disciplinary processes. POSH Compliance Index, Closure of Cases, Awareness Coverage HR Analytics & MIS – Maintain workforce analytics, HR dashboards and management reports for data-driven decision making Timeliness and Accuracy of HR Dashboards HR Support for Data Center Expansion Projects – Partner with project teams for manpower deployment, mobilization, workforce planning and organizational readiness during expansion or new facility commissioning. Project Manpower Readiness, Mobilization Timelines Achievement EXTERNAL INTERACTIONS External - Roles you need to interact with outside the organization to enable success in your day to day work Recruitment Consultants Government Authorities Labour Department Officials Compliance Consultants Training Partners Staffing Vendors Audit Agencies INTERNAL INTERACTIONS Internal - Roles you need to interact with inside the organization to enable success in your day to day work CEO / COO - Data Center Business Head HR / CHRO Functional Heads Finance Legal & Secretarial Procurement IT & Security Teams Operations & Project Teams Head Legal Head HR Corporate Strategy Team Board Secretariat FINANCIAL DIMENSIONS HR Budget Administration Recruitment Cost Management Learning & Development Budget OTHER DIMENSIONS Employee Base: To be Defined Multi-location Data Center Workforce Contract Workforce Governance Critical Technical Talent Management EDUCATION QUALIFICATIONS MBA / PGDM in HR from a reputed institution Certification in Labour Laws / IR preferred RELEVANT EXPERIENCE 12-15 years of HR experience Experience in Infrastructure, Data Centers, IT Services, Manufacturing, Telecom, EPC or Industrial Businesses preferred Strong exposure to HR Operations and Statutory Compliance Experience managing contract workforce and multi-location operations COMPETENCIES Compensation and Benefits Design (Proficient) HR Analytics (Proficient) HR Technology (Proficient) PMS Framework Design (Proficient) Employee Relations Compliance (Proficient) Employer Branding (Proficient) Business Partnering (Proficient) Talent Review and Succession Planning (Proficient) Leadership Development (Proficient) Workforce Planning (Proficient) Organization Design (Proficient) Training Program Delivery and Execution (Proficient) Instructional Design (Proficient) Training Need Analysis (Proficient) Teamwork & Interpersonal influence Stakeholder Focus Planning & Decision Making Execution & Results Networking Personal Effectiveness Social Awareness Strategic Orientation Problem Solving & Analytical Thinking Entrepreneurship Capability Building