Agm - HR

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

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 - 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 - 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

• HR Budget Administration


• Recruitment Cost Management


• Learning & Development Budget

• Employee Base: To be Defined


• Multi-location Data Center Workforce


• Contract Workforce Governance


•  Critical Technical Talent Management