Air iQ
Website:
airiq.in
Job details:
Job Description – Manager - HR (Talent Management)
Company: Air iQ Online Pvt. Ltd.
Department: Human Resources
Location: Gurgaon
Reporting To: CEO (Based out of Gurgaon)
Dotted Line Reporting: Director – HR (Based out of Siliguri)
Team Structure: Regional HR / TA resources based in Gurgaon
Experience: 6-8 years (Manager)
Role Purpose
To lead and drive the Talent Management agenda while partnering with business
leadership to strengthen organizational capability, people effectiveness, employee
experience, and HR governance across TripXL.
The role will act as the central HR anchor for the Gurgaon office and oversee the
delivery of all core HR functions excluding Payroll operations. The incumbent will
provide strategic oversight to Talent Acquisition through regional TA resources while
directly driving Talent Management, employee lifecycle, performance, engagement,
organization effectiveness, and people initiatives.
Key Responsibilities
1. Talent Management & Organization Development
- Design and drive the end-to-end Talent Management framework.
- Lead performance management cycles including goal setting, reviews,
- calibration, and closure.
- Drive succession planning and talent review discussions.
- Establish high-potential and critical talent identification processes.
- Build employee development and career progression frameworks.
- Support organization design and workforce effectiveness initiatives.
2. HR Business Partnering
- Partner with leadership teams to align people priorities with business goals.
- Provide strategic HR support to business functions.
- Drive employee productivity, engagement, and culture initiatives.
- Support leadership capability and manager effectiveness.
- Facilitate change management and organizational transformation initiatives.
3. Talent Acquisition Governance (Oversight Role)
- Oversee regional Talent Acquisition teams and hiring performance.
- Drive workforce planning with business leaders.
- Review recruitment dashboards and hiring effectiveness.
- Ensure quality, speed, candidate experience, and hiring governance.
- Build employer branding and talent pipeline initiatives (Operational recruitment execution remains with TA resources.).
4. Employee Experience & Engagement
- Design and execute employee engagement strategy.
- Drive employee communication and culture-building initiatives.
- Lead recognition and rewards programs.
- Improve employee listening mechanisms and action planning.
- Strengthen employee retention and workplace experience.
5. Performance & Productivity Management
- Own PMS governance and annual review cycles.
- Establish people metrics and productivity frameworks.
- Drive manager accountability for performance outcomes.
- Support capability-building through development interventions.
6. Employee Relations & HR Operations Governance
- Drive employee relations and grievance management.
- Ensure consistency in policy interpretation and employee practices.
- Oversee employee lifecycle governance.
- Maintain HR process excellence and service delivery standards.
7. HR Analytics & Strategic Workforce Insights
- Build leadership dashboards and HR insights.
- Monitor headcount, attrition, productivity, and engagement indicators.
- Provide people recommendations through analytics.
- Present HR reviews to leadership.
8. HR Systems & Automation
- Drive HR process digitization and automation.
- Ensure effective utilization of HRIS platforms.
- Improve employee adoption and process efficiency.
- Maintain HR data quality and governance.
Key Result Areas (KRAs)
- Talent Management
- Performance Management
- Employee Engagement
- Talent Acquisition Governance
- Employee Retention
- HRBP Delivery
- HR Analytics
- Organization Effectiveness
- HR Automation
Key Performance Indicators(KPI)
- Completion and effectiveness of TM cycle
- PMS adherence and closure
- Engagement score improvement
- Hiring SLA and quality metrics
- Attrition control
- Business stakeholder satisfaction
- Leadership dashboard quality and timeliness
- Productivity and capability outcomes
- Process digitization and adoption
- Organization Effectiveness Productivity and capability outcomes
- HR Automation Process digitization and adoption
Leadership Responsibilities
- Build and develop a high-performing HR team.
- Lead regional HR and TA teams through influence and governance.
- Establish accountability and execution discipline.
- Act as culture ambassador for the organization.
- Enable cross-functional collaboration and decision-making.
- Represent HR in leadership discussions and business reviews.
Skills & Competencies
- Talent Management
- HR Business Partnering
- Organization Development
- Performance Management
- Employee Experience
- Workforce Planning
- HR Analytics & Data Interpretation
- Stakeholder Management
- Leadership & Team Development
- Change Management
- HR Automation & Process Excellence
Preferred Candidate Profile
- Experience in multi-location organizations with fast growth environments.
- Strong exposure across TM, HRBP, engagement, and HR operations.
- Experience managing or governing distributed TA teams.
- Comfortable working directly with senior leadership and business heads.
- Ability to balance strategic thinking with operational execution.
Click on Apply to know more.