Associate General Manager

Job Description – Associate General Manager (AGM) – Human Resources

Position Title: Associate General Manager– HR

Location: Bangalore

Reporting To: HR Head

Role Type: Strategic HR Leadership Role

Requirement timeline: Immediate

Role Overview

The AGM – HR will serve as a strategic business partner and organisational catalyst, leading critical people initiatives that enable business growth, cultural evolution, leadership capability, and workforce effectiveness. This role demandsa forward-looking HR leader with strong business acumen, analytical depth, stakeholder influence, and a proven ability to drive enterprise-wide HR transformation.

Key Responsibilities

Strategic HR Leadership

• Drive the organization’s HR strategy roadmapin alignment with business priorities, scaling needs, and long-term capability building.
• Lead organization design assessments, including spans& layers optimisation, role architecture, capacity modeling, and future-ready workforce design.
• Partner with leadership to drive transformation initiatives across capability, structure, and culture.
• Budgeting

Leadership Partnering & Workforce Effectiveness

• Act as a strategic HR advisor to senior leaders,enabling data-driven decisions on talent, succession, workforce composition, and organizational health.
• Lead workforce planninginitiatives to ensure the right skills, roles, and structures are in place to meet evolving business demands.
• Support leaders throughchange enablement, communication, and structured adoption frameworks.

Performance Management & Culture Reinforcement

• Strengthen the performance philosophy, ensuring fairness, transparency, differentiation, and alignment with business outcomes.
• Refine and evolve PMS frameworks, calibration practices, and continuous performance feedback.
• Coach leaders and managers on performance feedback, capability building, and culture stewardship.

Employee Engagement

• Own the end-to-end employee experience vertical, including listening forums– top to down or vice-versa, and organisational health indicators.
• Design and implement interventions that enhance engagement, retention, belonging, and cross-functional collaboration.
• Drive well-being initiatives and employee experience enhancements across the employee lifecycle.

Policy Governance, Compliance & Risk Management

• Govern HR policies,and audit standardsto ensure organizational and statutory compliance.
• Serve as the senior HR representative on committees such as BCP, POSH, , and key governance bodies.

HR Operations Excellence & Digital Transformation

• Lead HR technology optimization, HRMS improvements, and automation initiatives to strengthen process efficiency and transparency.
• Manage all HR platforms- Recognition, Learning, Insurance etc. and drive employee adoption for all the platforms.
• Ensure operational excellence across HR service delivery.
• Manage and drive performance of all Vendors supporting the function.

Analytics & Reporting

• Lead analytics-driven insights for leadership reviews, including attrition, productivity, performance, compensation, and engagement dashboards.
• Present meaningful recommendations and intelligence to HR Head and Executive Leadership Team to influence strategic decisions.
• Build advanced reporting frameworks and predictive analytics models where relevant.

Employer Branding, Culture & Change Management

• Champion culture-building initiatives, GPTW participation, and internal communication strategies.
• Lead change management programs that supportorganizational transformations, or structural redesigns.

Team Leadership & HR Capability Building

• Lead, mentor, and develop a high-performing HR team, fostering agility, innovation, and ownership.
• Build HR capability through structured learning, cross-functional exposure, and domain specialisation.
• Drive a culture of continuous improvement within the HR function.

Qualifications & Experience

• Postgraduate degree in Human Resources / Organisational Psychology / Business Management or equivalent.
• 12–15 years of progressive HR experience with strong exposure to strategic HR, business partnering, and organization development.
• Experience leading HR teams, large-scale HR initiatives, and cross-functional projects.
• Strong business acumen, analytical capability, influencing skills, and stakeholder partnership.

Key Competencies

• Strategic Thinking & Problem Solving
• Leadership Presence & Stakeholder Influence
• Organization Design& Talent Strategy
• Analytical Decision-Making
• Change Management & Communication
• Culture & Engagement Leadership
• HR Tech & DigitalTransformation
• Team Building& People Leadership