Background information about the job or company

Donswift is seeking a Country HR Manager to oversee HR operations.

Responsibilities or duties

Employee Lifecycle Management — Operations

• Design, develop, and execute cross-functional programs and employee engagement initiatives to improve performance and reduce attrition.
• Drive engagement-survey impact planning sessions at country level and track action planning for enhanced employee satisfaction.
• Manage the complete recruitment cycle, from sourcing to offer, as per the defined talent acquisition process and approved SLAs, for levels delegated to countries.
• Conduct onboarding of new joiners and smooth induction at country level.
• Ensure effective utilisation of the HR budget and implement measures to drive cost optimisation.

Talent Management and Learning & Development

• Goal setting: KRA communication for all employees, ensuring timely KRA creation for new joiners.
• Facilitate and drive compliance in the country performance management cycle — appraisal completion (mid-year and annual), probation completion for supervisors.
• Ensure effective Performance Improvement Plan creation and follow-up while working with managers.
• Participate in rolling out talent management initiatives.
• Sensitise employees on L&D processes, calendar, and offerings through constant communication.
• Capture country training needs and drive training compliance.

Business Partnering & Communication

• Understand the business environment and country-level business priorities to provide effective HR and administrative support to leadership teams.
• Interpret and implement HR policies to bring uniformity to all people practices.
• Inculcate discipline and code of conduct by reinforcing workplace ethics and value systems.
• Plan communication initiatives with leadership teams at country and corporate level to ensure consistency, openness, and transparency.
• Coordinate special projects as directed, including employee survey and feedback processes.
• Design and implement country-specific Rewards & Recognition programs and facilitate deployment and review of national R&R programs for sustainability, effectiveness, and relevance.

Statutory Compliance & Industrial Relations

• Ensure 100% HRMS data accuracy.
• Manage outsourced associates end to end (recruitment of vacant positions, attendance, monthly payroll, compliance, etc.).
• Ensure all statutory compliances are adhered to as per the laws of the land.
• Maintain cordial relations with relevant workforce unions (where applicable) to ensure smooth and uninterrupted operations.

Qualifications or requirements

Education

• MBA or equivalent in Human Resources.

Experience needed

Combination of relevant education and HR experience of 8–10 years.

Strong background in HR policy and practice; experience in employee relations and legal compliance preferred.

Any other provided details

Key Performance Indicators

• Recruitment cycle delivered within approved SLAs; vacancies filled on time.
• Attrition rate and employee engagement outcomes against country targets.
• Appraisal completion (mid-year and annual) and probation completion for supervisors; timely KRA creation for new joiners.
• 100% HRMS data accuracy.
• Full statutory compliance with labour laws; outsourced associate payroll and compliance managed without exception.
• HR budget utilisation and cost-optimisation measures delivered.

Knowledge Required

• Statutory compliance.
• Labour laws.
• Employee lifecycle management activities.

Skills / Competencies

• Stakeholder management; people management; effective coordination; impactful communication; interviewing skills; customer orientation.

Environment

• End-to-end HR responsibility for 150–200+ employees (including supervisors) plus outsourced associates.
• Distributed workforce, making employee engagement a standing challenge.
• Union management where applicable.

Additional Key Decisions

• No approval required: expenses relating to HR, employee engagement and R&R within the approved budget.
• Escalation where not authorised: Country Head for country-level expenses; relevant corporate HR authority for national initiatives on employee engagement, R&R, etc.

• Design, develop, and execute cross-functional programs and employee engagement initiatives to improve performance and reduce attrition.
• Drive engagement-survey impact planning sessions at country level and track action planning for enhanced employee satisfaction.
• Manage the complete recruitment cycle, from sourcing to offer, as per the defined talent acquisition process and approved SLAs, for levels delegated to countries.
• Conduct onboarding of new joiners and smooth induction at country level.
• Ensure effective utilisation of the HR budget and implement measures to drive cost optimisation.
• Goal setting: KRA communication for all employees, ensuring timely KRA creation for new joiners.
• Facilitate and drive compliance in the country performance management cycle — appraisal completion (mid-year and annual), probation completion for supervisors.
• Ensure effective Performance Improvement Plan creation and follow-up while working with managers.
• Participate in rolling out talent management initiatives.
• Sensitise employees on L&D processes, calendar, and offerings through constant communication.
• Capture country training needs and drive training compliance.
• Understand the business environment and country-level business priorities to provide effective HR and administrative support to leadership teams.
• Interpret and implement HR policies to bring uniformity to all people practices.
• Inculcate discipline and code of conduct by reinforcing workplace ethics and value systems.
• Plan communication initiatives with leadership teams at country and corporate level to ensure consistency, openness, and transparency.
• Coordinate special projects as directed, including employee survey and feedback processes.
• Design and implement country-specific Rewards & Recognition programs and facilitate deployment and review of national R&R programs for sustainability, effectiveness, and relevance.
• Ensure 100% HRMS data accuracy.
• Manage outsourced associates end to end (recruitment of vacant positions, attendance, monthly payroll, compliance, etc.).
• Ensure all statutory compliances are adhered to as per the laws of the land.
• Maintain cordial relations with relevant workforce unions (where applicable) to ensure smooth and uninterrupted operations.

• Stakeholder management
• People management
• Effective coordination
• Impactful communication
• Interviewing skills
• Customer orientation

• MBA or equivalent in Human Resources.