PURPOSE

This job description highlights the key responsibilities in supporting the HR strategy, operational management, and talent development, while ensuring alignment with business goals and a positive organizational culture.

REPORTS TO

• Business Head |Vice President – Human Resources

REPORTING ROLES

• Deputy Manager – HR| Assistant Manager – HR| Executive/Supervisor/Associate – HR| HR Interns

INTERACTS WITH

• External – Recruitment agencies, Government authorities, Training Partners, Vendors, Consultants, Auditors.
• Internal – Senior Leadership, Functional Heads, Managers, Supervisors, Rank & File Associates, Interns, and Contractual Staff.

KEY RESPONSIBILITIES

Operational Excellence

• Drive excellence across end-to-end HR operations including hiring, onboarding, HRIS, attendance, policy implementation and offboarding.
• Ensure high standards of accuracy in HR documentation, payroll inputs, and statutory compliance through rigorous data integrity.
• Oversee administration functions including staff amenities, transport, lockers, ID cards, and grievance redressal mechanisms.

Applied Learning

• Seeks and makes the most of learning opportunities to improve performance of self and/or others.
• Design and deliver HR-led learning sessions on key workplace themes such as HR Induction, Code of Conduct, Labor Laws etc.
• Track training completions, feedback scores, and effectiveness using post-training assessments.

People Management

• Serve as the first point of contact for employee relations, ensuring empathetic, confidential, and professional resolution with executive presence.
• Drive talent and performance management through structured appraisals, feedback reviews, and development initiatives aligned with succession planning.
• Conduct exit interviews, analyze attrition trends, gather insights on employee engagement survey scores and provide actionable recommendations to enhance retention and employee engagement.
• Monitor workplace gender diversity metrics and recommend initiatives to strengthen belongingness and equal opportunity.

Business & Financial Acumen

• Forecast and plan manpower requirements based on operational needs and business forecasts.
• Monitor HR budgets, including hiring costs, employee welfare expenses and administrative overheads.
• Present monthly HR dashboards include headcount, attrition, training, recruitment status, and cost metrics.
• Coordinate with finance and audit teams for statutory and internal HR audits, PF/ESI inspections, etc.

Leadership

• Collaborate with Club GMs/VPs and corporate leadership to align people’s strategy with broader business objectives and brand values.
• Lead key HR initiatives, including policy rollout, HR digitization, and employee engagement frameworks that foster a high-performance culture.
• Mentor and develop team members while upholding discretion, integrity, and the highest standards of professional ethics.

Culture & Brand Ambassador

• Champion the employer brand through meaningful onboarding experiences, engagement initiatives, and employee touchpoints.
• Create a work environment that fosters inclusion, belonging, recognition, and wellness.
• Lead employee engagement initiatives, including R&R programs, theme days, surveys, birthday celebrations, and internal communication.

Managing Legal and Compliance Practices

• Ensure compliance with local labour laws and maintain secure employee and medical records, auditing documentation, and adhering to privacy and safety regulations.
• Manage workers' compensation claims, employment audits, and background verification processes as per company policy.
• Communicate key workplace policies and ensure compliance through structured onboarding and periodic reviews.

Occupational Health & Safety Responsibilities

• Champion the implementation and enforcement of OH&S standards across all operational areas.
• Monitor safety risks, conduct regular safety drills, and update emergency response plans.
• Ensure department heads and teams are trained in HSSE protocols, fire safety, and first aid readiness.
• Record and investigate incidents, enforce preventive measures, and ensure continuous improvement in safety practices.

QUALIFICATIONS

• Degree from an accredited university in Human Resource Management, Business Administration or equivalent.

WORK EXPERIENCE

• 10 years of proven experience in HR operations and employee engagement, ideally within hospitality, premium retail, or service-led environments

To know more, apply on: DLF Hospitality Official Website