General Manager - Human Resources - Aviation Business

1. HR Strategy & Leadership: - Develop and implement HR strategies aligned with organizational objectives and business plans. - Lead the HR function across corporate and operational locations. - Establish HR frameworks, policies, processes, and governance mechanisms. - Partner with senior management on workforce planning and organizational development. - Provide strategic HR advice to business leaders and management. 2. Workforce Planning & Organization Structure: - Develop annual manpower plans in coordination with business heads. - Analyse workforce requirements based on business growth, operational requirements, and productivity. - Support organization structure development, role clarity, and manpower optimization. - Monitor headcount, manpower costs, vacancies, and workforce productivity. 3. Talent Acquisition & Workforce Development: - Lead the overall talent acquisition strategy for corporate and operational positions. - Ensure timely hiring of critical and business-essential positions. - Establish recruitment standards, interview processes, and selection frameworks. - Build talent pipelines for critical positions. - Develop succession planning and internal mobility initiatives. 4. HR Operations: - Oversee end-to-end HR operations across the organization. - Ensure effective implementation of employee lifecycle processes. - Establish standardized HR processes across all locations. - Monitor HR service delivery and resolve escalated employee issues. - Ensure accuracy and confidentiality of employee information and HR records. 5. Employee Relations & Industrial Relations: - Provide leadership on employee relations and complex workplace matters. - Handle escalated grievances, disciplinary cases, misconduct, and employee disputes. - Establish appropriate disciplinary and grievance-handling mechanisms. - Ensure consistent and fair implementation of HR policies across locations. - Support management in maintaining a positive and productive work environment. 6. Performance Management: - Lead the organization's performance management framework. - Establish KRAs/KPIs and performance evaluation processes. - Drive annual performance appraisal and review cycles. - Identify high-potential employees and critical talent. - Implement Performance Improvement Plans (PIPs) where required. - Support succession planning for key positions. 7. Learning & Development: - Identify organization-wide learning and development requirements. - Develop annual training and capability-building plans. - Oversee leadership development, functional training, compliance training, and behavioral programs. - Monitor training effectiveness and employee development outcomes. 8. Compensation & Benefits: - Work with management to develop and review compensation structures. - Conduct market benchmarking and internal pay analysis. - Support annual increment, promotion, and incentive processes. - Review employee benefits and welfare initiatives. - Ensure appropriate controls over manpower costs and employee-related expenses. 9. HR Compliance & Governance: - Ensure compliance with applicable labour laws and statutory requirements. - Oversee PF, ESIC, gratuity, bonus, leave, wages, POSH, and other applicable compliance areas. - Establish HR compliance calendars, audits, and monitoring mechanisms. - Coordinate with legal advisors and external consultants on employment-related matters. - Ensure proper documentation and governance of HR processes. 10. HR MIS, Analytics & Management Reporting: - Establish HR dashboards and management reporting systems. - Monitor headcount, attrition, hiring, absenteeism, manpower cost, productivity, and employee engagement. - Present periodic HR reports and insights to senior management. - Use HR data and analytics to identify trends and support business decisions. 11. Employee Engagement & Culture: - Develop and implement employee engagement initiatives. - Promote organizational values, culture, and employee-centric practices. - Conduct employee feedback and engagement surveys. - Develop initiatives to improve employee experience and retention. 12. Policy & Process Development: - Review and update HR policies, manuals, SOPs, and guidelines. - Ensure consistency and standardization of HR practices across locations. - Identify opportunities for HR process automation and digitalization. - Drive continuous improvement within the HR function. 13. Leadership & Stakeholder Management: - Act as a strategic HR partner to business and functional leaders. - Lead and mentor the HR team. - Establish clear goals and performance expectations for HR team members. - Coordinate with Finance, Operations, Administration, Legal, and other functions. - Represent HR in management meetings and strategic discussions. Education: - PG: MBA/PGDM in HR/Industrial Relations, General Management