General Manager - Human Resources
General Manager – Corporate Human Resources Location: Corporate Office, Mumbai Department: Human Resources Reporting To: Senior Vice President Scope: All Hotels & Business Units across India Position Overview We are looking for an experienced and dynamic General Manager – Corporate Human Resources to lead and oversee the Human Resources function across all hotels and business units of the group in India. The role will be responsible for driving the overall HR strategy, ensuring consistency in HR practices across properties, strengthening the Unit HR function, building leadership capabilities, managing talent and manpower planning, ensuring employee engagement and compliance, and partnering with business leaders to create a high-performance and people-focused culture. The ideal candidate should have strong experience in hospitality HR , excellent leadership and communication skills, and the ability to manage HR operations across multiple properties and geographies. Key Responsibilities1. Corporate HR Strategy & Leadership Develop and implement the group's overall HR strategy in alignment with business objectives. Lead and guide the HR function across all hotels and corporate offices. Ensure consistent implementation of HR policies, systems, processes, and best practices across all properties. Act as a strategic HR partner to Senior Management, GMs, HODs, and business leaders. Provide HR insights, recommendations, and solutions to the Corporate Leadership Team. Drive a strong performance-oriented, employee-centric, and accountable HR culture. 2. Unit HR Management Lead, mentor, and monitor all Unit HR Managers/HR teams across India. Establish clear KRAs, KPIs, and performance expectations for Unit HR teams. Conduct regular reviews with Unit HR teams and General Managers. Ensure timely and accurate submission of HR reports, manpower reports, attendance, training, compliance, and other HR MIS. Identify gaps in Unit HR performance and implement corrective action plans. Standardize HR practices and ensure effective communication between Corporate HR and hotel HR teams. 3. Manpower Planning & Recruitment Drive manpower planning and budgeting across all hotels. Review manpower requirements and ensure recruitment is aligned with approved manpower budgets. Oversee recruitment for key positions across properties. Strengthen recruitment channels and talent pipelines for hospitality roles. Ensure proper recruitment controls, approvals, selection processes, and documentation. Develop strategies for reducing vacancies and improving time-to-fill. Build a strong internal talent pool for future leadership requirements. 4. Talent Management & Succession Planning Develop and implement talent management and succession planning initiatives. Identify high-potential employees and future leaders across properties. Drive career progression, internal mobility, promotions, and development programs. Strengthen leadership development initiatives for GMs, HODs, and emerging leaders. Monitor critical positions and ensure succession plans are in place. Develop retention strategies for key and high-performing employees. 5. Learning & Development Establish the group's annual Learning & Development strategy. Identify training needs across hotels and departments. Monitor implementation of training calendars and development plans. Drive leadership, functional, behavioural, compliance, and hospitality-specific training. Evaluate training effectiveness and ROI. Develop structured development programs for employees at different career levels. 6. Performance Management Lead the annual performance management process across the group. Ensure KRAs, KPIs, goal setting, performance reviews, and appraisals are implemented effectively. Work with GMs and HODs to address performance gaps. Drive performance improvement plans wherever required. Establish a high-performance culture with clear accountability. 7. Employee Engagement & Retention Develop and drive employee engagement initiatives across all properties. Monitor employee satisfaction, engagement, attrition, and retention trends. Conduct regular employee engagement reviews and identify key concerns. Develop action plans to reduce employee turnover. Promote a positive workplace culture and strong employee relations. Ensure effective grievance handling and resolution. 8. HR Policies & Process Excellence Develop, review, update, and implement corporate HR policies and SOPs. Ensure uniform implementation of policies across all hotels. Continuously identify opportunities to simplify and improve HR processes. Ensure proper documentation and adherence to approved HR procedures. Drive HR digitization and automation wherever possible. 9. Compensation & Benefits Oversee salary structures, compensation benchmarking, increments, promotions, and benefits. Review manpower budgets and salary budgets in coordination with Finance and Business Heads. Ensure compensation practices are competitive and internally equitable. Monitor attrition trends and recommend appropriate retention measures. Review employee benefits and welfare initiatives. 10. Employee Relations & Industrial Relations Handle and guide Unit HR teams on complex employee relations matters. Ensure proper disciplinary processes and documentation. Support management in handling employee grievances, misconduct, disciplinary actions, and separations. Ensure appropriate coordination with legal/consulting teams wherever required. Maintain a positive and professional employee relations environment across properties. 11. Statutory Compliance & HR Governance Ensure compliance with applicable labour laws and statutory requirements across all properties. Monitor statutory registers, licenses, notices, audits, and required HR documentation. Coordinate with Unit HR teams and external consultants for compliance requirements. Conduct periodic HR audits across hotels. Identify compliance risks and ensure timely corrective action. 12. HR MIS & Analytics Establish standardized HR dashboards and reporting formats across the group. Monitor key HR metrics including: Headcount Manpower budget vs. actual Vacancy levels Attrition Recruitment turnaround time Employee cost Training hours Absenteeism Employee engagement Promotions and internal movements Retention Present HR analytics and recommendations to Corporate Leadership. 13. HR Audits & Governance Conduct periodic HR audits across hotels. Review adherence to Corporate HR policies and SOPs. Identify gaps in HR processes, documentation, manpower, attendance, recruitment, training, and compliance. Ensure timely closure of audit observations. Strengthen HR governance and accountability at property level. 14. Culture & Employer Branding Build and strengthen the organization's employer brand. Develop initiatives to position the group as an employer of choice within the hospitality industry. Promote internal career opportunities and employee success stories. Strengthen employee communication and recognition programs. Support initiatives that improve employee experience across the group. 15. Business Partnership Work closely with General Managers and business leaders to understand operational challenges and provide HR solutions. Participate in strategic business discussions and pre-opening/expansion initiatives. Support organizational restructuring, new hotel openings, acquisitions, and business growth. Provide HR recommendations on organizational design, manpower, productivity, and people costs. Key Deliverables / KRAs The position will be accountable for: Effective HR governance across all hotels in India. Improved employee retention and reduced attrition. Timely closure of critical vacancies. Strong manpower planning and cost control. Development and retention of high-potential talent. Effective succession planning for critical positions. Consistent implementation of HR policies across properties. Improved performance management and employee productivity. Strong employee engagement and workplace culture. 100% statutory and HR compliance. Effective development and performance of Unit HR teams. Accurate and timely Corporate HR MIS. Successful implementation of Corporate HR initiatives and programs. Candidate ProfileEducation MBA / PGDM / Master's degree in Human Resources or equivalent. Bachelor's degree in any relevant discipline. Hotel Management qualification would be an advantage. Experience 15+ years of progressive HR experience , preferably within the hospitality industry. Strong experience managing HR across multiple hotels/properties and locations . Prior experience in a Corporate HR / Regional HR / Cluster HR leadership role is preferred. Experience managing and mentoring a large HR team across multiple locations. Required Skills Strong leadership and people-management skills. Excellent knowledge of hospitality HR practices. Strong understanding of Indian labour laws and statutory compliance. Strategic thinking with strong business acumen. Excellent communication and interpersonal skills. Strong analytical and decision-making ability. Ability to influence and work with Senior Management and General Managers. Strong negotiation and conflict-resolution skills. Excellent knowledge of HR policies, processes, and systems. Strong presentation and HR MIS skills. Ability to travel extensively across India. Leadership Competencies Strategic HR Leadership Business Partnership People & Talent Management Decision Making Stakeholder Management Change Management Problem Solving Employee Advocacy Commercial Awareness Team Development Execution Excellence Integrity & Confidentiality Travel Requirement Extensive travel across India will be required to visit hotels, conduct HR reviews and audits, meet Unit HR teams and General Managers, support business requirements, and drive Corporate HR initiatives. Ideal Candidate The ideal candidate should be a hands-on, strategic, and business-oriented HR leader who can manage HR at both the corporate and property level, build strong relationships with GMs and Unit HR teams, and ensure that people practices directly support the group's growth and operational objectives. Pay: From ₹100,000.00 per month Benefits: Food provided Health insurance Leave encashment Provident Fund Work Location: In person
Наблюдалась 2026-09-14, впервые 2026-09-14, источник — Indeed.