HR/Admin HR Manager

Role Overview

The HR Manager will be responsible for the end-to-end management of the Human Resources function, covering talent acquisition, workforce planning, employee lifecycle management, performance management, employee engagement, learning and development, HR operations, employee relations, statutory compliance, HRMS, people analytics, and retention initiatives.

The ideal candidate will be a hands-on HR professional who combines strong operational execution with a strategic mindset and is capable of independently managing HR priorities in a fast-paced business environment.

The role requires strong stakeholder management skills, sound business judgement, confidentiality, and the ability to translate business requirements into effective people practices.

Key Responsibilities

1. HR Strategy & Business Partnering

• Develop and execute HR strategies aligned with business objectives and organisational growth plans.

• Partner with business leaders and department heads on workforce, people, and organisational matters.

• Provide data-driven insights and recommendations to support people-related decision-making.

• Identify organisational and people challenges and develop practical, scalable solutions.

• Contribute to organisation design, workforce optimisation, and people planning initiatives.

2. Talent Acquisition & Workforce Planning

• Own the end-to-end recruitment lifecycle across business functions.

• Partner with hiring managers to understand manpower requirements and define effective hiring strategies.

• Develop workforce plans based on current and projected business requirements.

• Build and maintain a strong talent pipeline for critical and recurring positions.

• Establish structured selection and interview processes to improve quality of hire.

• Monitor recruitment metrics including time-to-hire, cost-per-hire, source effectiveness, and offer-to-joining ratios.

3. Employee Lifecycle Management

• Oversee the complete employee lifecycle from onboarding to separation.

• Drive effective onboarding and induction processes to ensure a positive employee experience.

• Ensure accurate and timely maintenance of employee records and HR documentation.

• Manage transfers, promotions, confirmations, role changes, and other employee movements.

• Conduct exit processes and analyse exit trends to identify opportunities for improving retention.

4. Performance Management

• Drive the organisation's performance management framework and review cycles.

• Partner with managers to establish meaningful goals, KRAs, and performance expectations.

• Support managers in conducting performance discussions and providing constructive feedback.

• Identify performance gaps and facilitate appropriate Performance Improvement Plans (PIPs).

• Analyse performance trends and provide recommendations to business leaders.

5. Employee Relations & Workplace Culture

• Act as a trusted point of contact for employee concerns, grievances, and workplace issues.

• Handle sensitive employee matters with confidentiality, fairness, and professionalism.

• Support managers in conflict resolution, disciplinary matters, and employee relations.

• Promote a respectful, inclusive, and high-performance workplace culture.

• Identify employee experience gaps and implement initiatives to strengthen engagement and culture.

6. Learning & Development

• Identify organisational and individual learning needs in consultation with business leaders.

• Develop and coordinate learning and development initiatives.

• Support leadership development, behavioural training, functional learning, and capability-building programmes.

• Evaluate training effectiveness and track learning outcomes.

• Build a culture of continuous learning and professional development.

7. HR Operations, Policies & Compliance

• Own day-to-day HR operations and ensure efficient delivery of HR services.

• Develop, review, and implement HR policies, processes, and guidelines.

• Ensure compliance with applicable Indian labour and employment laws.

• Maintain statutory records and coordinate with relevant stakeholders for compliance requirements.

• Manage employee documentation, attendance, leave, payroll inputs, benefits, and other HR processes.

• Ensure HR practices remain aligned with applicable legal and regulatory requirements.

• Coordinate with external consultants, advisors, and authorities where required.

8. HRMS & People Analytics

• Own and optimise the organisation's HRMS/HRIS processes.

• Ensure accurate employee data, attendance, leave, performance, and lifecycle records.

• Develop HR dashboards and reports to provide actionable people insights.

• Track key HR metrics including headcount, attrition, absenteeism, hiring, retention, and employee movement.

• Use people analytics to identify trends and support data-driven decision-making.

9. Employee Engagement & People Initiatives

• Design and implement employee engagement initiatives aligned with organisational culture.

• Drive employee communication and internal people initiatives.

• Conduct employee feedback and engagement activities to understand workforce sentiment.

• Develop initiatives that improve employee experience, collaboration, recognition, and workplace culture.

• Support organisation-wide events, communication programmes, and culture-building initiatives.

10. Exit, Retention & Succession Planning

• Manage the complete employee separation and exit process.

• Conduct and analyse exit interviews to identify recurring concerns and retention risks.

• Develop initiatives to improve employee retention and reduce regrettable attrition.

• Identify critical roles and support succession and talent continuity planning.

• Partner with managers to address key employee retention and engagement challenges.

Key Deliverables / Success Measures

Success in this role will be measured through:

• Effective and timely fulfilment of workforce requirements.

• Improved quality and efficiency of recruitment.

• Strong employee lifecycle and HR operational governance.

• Effective performance management and goal-setting practices.

• Compliance with applicable employment and labour regulations.

• Improved employee engagement and workplace experience.

• Effective management of employee relations and grievances.

• Accurate HR data and meaningful people analytics.

• Reduction in avoidable and regrettable attrition.

• Successful implementation of scalable HR policies, systems, and processes.

• Strong stakeholder satisfaction with HR services and support.

Candidate Profile

Education

• Bachelor's or Master's degree in Human Resources, Business Administration, Management, or a related discipline.

• HR specialisation or relevant professional certification will be an advantage.

Experience

• 3–7 years of relevant HR experience with demonstrated ownership of core HR functions.

• Experience managing end-to-end HR operations in a fast-paced organisation.

• Proven experience partnering with business leaders and functional heads.

• Experience in the travel, tourism, hospitality, e-commerce, technology, or service industry will be an advantage.

Functional Expertise

The candidate should demonstrate strong working knowledge of:

• Talent Acquisition & Recruitment

• Workforce Planning

• Employee Relations

• Performance Management

• HR Operations

• HR Policies & Processes

• Indian Labour Laws & Statutory Compliance

• Employee Engagement

• Learning & Development

• HRMS / HRIS

• HR Analytics & Reporting

• Employee Lifecycle Management

• Exit & Retention Management

Core Competencies

• Strategic Thinking

• Business Acumen

• Stakeholder Management

• Leadership & People Management

• Communication & Influencing

• Negotiation & Conflict Resolution

• Problem Solving

• Decision-Making

• Analytical Thinking

• Confidentiality & Professional Integrity

• Change Management

• Execution & Ownership

What We Value

We are looking for an HR professional who:

• Thinks beyond transactional HR and understands HR as a strategic business partner.

• Takes complete ownership of responsibilities and follows through on commitments.

• Is comfortable operating independently while collaborating closely with business leaders.

• Uses data, insights, and sound judgement to make people decisions.

• Can balance employee advocacy with business requirements.

• Is comfortable building processes from the ground up and improving existing systems.

• Demonstrates maturity when handling confidential, sensitive, or complex employee matters.

• Thrives in a fast-paced, growth-oriented environment.

What We Offer

• Health Insurance

• Provident Fund

• Opportunity to build and lead scalable HR practices in a growing organisation

• High-ownership role with direct exposure to business leadership

• Opportunities for professional growth and career development

• People-centric and collaborative work environment

Equal Opportunity Statement

ORN Vacations is committed to fostering an inclusive and respectful workplace. We value diversity of experience, perspectives, and backgrounds and provide equal employment opportunities based on merit, capability, and organisational requirements.

Apply

If you are an HR professional who believes that HR should be a strategic business partner—not merely an operational function—and you are excited about building people practices that enable business growth, we would love to hear from you.

• It is a Full Time Recruiter / HR / Admin job for candidates with 3 - 6 years of experience.