Role purpose

Our people are our most important asset and it is the role of the HR Manager to support the business in providing a happy and productive workplace where everyone can work to their full potential, feel included in the workplace and engaged with the business.
The HR Manager, India is responsible for delivering a compliant, commercially focused and high-quality HR service across the region. Acting as the key escalation point from the HR Shared Service Centre, the role leads on complex employee relations matters, ensures adherence to local labour laws, and provides data-driven insight on employee sentiment and engagement to inform business decisions.
The role works in close partnership with HR Business Partners, focusing on local delivery, employee relations expertise, and in-country insight.
The role partners with regional and global HR teams to ensure India requirements are represented in projects, policies, and initiatives, while continuously improving the employee experience in-market.

Role tasks and responsibilities

Employee Experience, Engagement & Insight
 Build a strong understanding of employee sentiment, engagement levels, and retention drivers across India
 Complete exit interviews with senior employees and analyse data across all employee exits in India capturing valuable insight and making recommendations for improvements
 Analyse local data (e.g. engagement surveys, attrition trends, ER cases) to identify themes and risks
 Recommend and drive targeted initiatives to improve engagement, inclusion, and overall employee experience
 Act as a trusted advisor to business leaders on people-related challenges and opportunities
Employee Relations and Case Management
 Act as key interface between the HR Shared Service Centre (SSC) and the India business
 Ensure effective handling and resolution of escalated queries, maintaining service quality and timeliness
 Act as the primary escalation point for complex employee relations cases, taking responsibility to manage sensitive and high-risk cases (disciplinary, grievance, performance, exits) ensuring consistency, fairness, and legal compliance
 Provide feedback to the SSC on recurring issues, process gaps, and improvement opportunities based on trends in case data
 Support continuous improvement of HR processes, service delivery, and knowledge management
Compliance & Local Employment Law
 Ensure compliance with all applicable India labour laws and regulations, including ongoing monitoring of legislative changes
 Translate local legal requirements into practical HR policies, processes, and guidance for the business
 Support audits, risk mitigation, and documentation standards in line with statutory requirements
 Identify, assess, and mitigate people-related risks, escalating issues where required to protect the organisation from legal and reputational exposure
 Partner with legal (internal/external) on complex or high-risk employment matters
 Provide oversight and guidance on immigration and visa-related matters where required
Business Partnering & Stakeholder Support
 Develop effective working relationships with local leadership to support delivery of business objectives
 Provide input on organisational changes, workforce planning, and talent considerations from an India perspective
 Coach and support line managers in building strong, engaged, and compliant teams
 Support change initiatives, ensuring appropriate communication and local alignment
 Provide expert guidance and coaching to managers on ER matters and local employment legislation
 Work closely with the Talent Development Manager to ensure training programs are carried out on the ground as per the global/regional training agenda
Regional & Global HR Projects
 Contribute India insights and requirements into regional and global HR initiatives providing adaptations where required to fit the practical and cultural needs of the business
 Support the implementation of global HR programmes (e.g. performance management, reward, DE&I, policy harmonisation)
 Ensure local adaptation of global frameworks where required to meet regulatory and cultural needs
 Lead or contribute to HR projects at a regional level as required