Thinkthrough Consulting
Website:
ttcglocal.com
Job details:
About Thinkthrough Consulting
Thinkthrough Consulting (TTC) is a purpose-led, multidisciplinary professional services firm specialising in advisory support for sustainable development. TTC engages clients across sectors to address critical development challenges – bringing together the best available expertise and solutions to drive efficiency and impact.
TTC emphasises a tri-sector approach, facilitating synergy between government, corporate, and civil society for holistic, sustainable development. Our solutions are aligned with the SDGs (the ‘Global Goals’) and are tailored to the specific needs of clients across diverse sectors.
TTC operates as a commercial consulting firm. Engagements are fee-based and professionally structured; the people function is expected to reflect the pace, standards, and commercial awareness of a professional services environment.
Role Overview
The Senior Manager – HR will own the people agenda for TTC, aligning HR strategy with the firm’s business objectives and growth trajectory. This is not a back-office HR role – it requires someone who understands how a consulting firm operates commercially, can engage credibly with Partners and practice leads, and can build the people infrastructure that a scaling professional services organisation needs.
The role spans the full breadth of HR: talent acquisition, performance management, organisational development, compensation, compliance, and culture. The successful candidate will bring both strategic thinking and a willingness to be hands-on – at a firm of TTC’s size, the HR leader must operate comfortably across both levels.
Key Responsibilities
1. HR Strategy & Organisational Development
• Partner with the leadership team to shape and implement the HR strategy aligned with TTC’s business plan and growth priorities
• Drive organisational development initiatives – including team structuring, role clarity, leadership development, and culture building
• Advise Partners on people-related dimensions of business decisions: project staffing, team composition, capacity planning
• Define and embed TTC’s employer value proposition to support talent attraction and retention
2. Talent Acquisition & Workforce Planning
• Lead recruitment across consulting, technical, and support roles – ensuring quality of hire, speed, and alignment with TTC’s positioning
• Build and manage sourcing channels: campus partnerships, referral programmes, specialist recruiters, and lateral hiring pipelines
• Own workforce planning in coordination with engagement leads – anticipating demand based on project pipeline and utilisation data
3. Performance Management & Talent Development
• Design and run the performance management cycle: goal-setting, mid-year check-ins, annual reviews, calibration, and outcome communication
• Build structured learning and development interventions – onboarding programmes, consulting skills training, leadership tracks
• Identify and nurture high-potential talent; develop succession planning frameworks for critical roles
• Strengthen employee engagement and retention strategies grounded in data, not assumptions
4. Compensation, Benefits & Compliance
• Manage compensation structures, benchmarking, and annual salary review processes; ensure internal equity and market alignment
• Oversee benefits administration and total rewards positioning
• Ensure full compliance with applicable labour laws, statutory requirements (PF, ESI, Gratuity, PT), and internal policies
• Lead POSH implementation and maintain a safe, respectful workplace environment
• Maintain HR documentation and audit readiness at all times
5. Employee Relations & Culture
• Act as a trusted advisor to employees and leadership on people matters – with sensitivity, fairness, and confidentiality
• Handle grievances and employee concerns; manage conflict resolution with maturity
• Foster a culture of openness, accountability, and professional respect – appropriate for a consulting firm that works with institutional clients
6. Team Leadership
• Lead and develop the HR team; build capability in HR business partnering, operations, and organisational development
• Drive a culture of process rigour, data discipline, and continuous improvement within the function
• Serve as the HR interface for Partners and practice leads – translating business needs into people actions
Education & Experience
• MBA / PGDM in Human Resources or related field from a reputed institution
• 10–15 years of progressive HR experience, with at least 5–7 years in an HR leadership role
• Prior experience in consulting, professional services, or knowledge-driven organisations strongly preferred
• Demonstrated experience in organisational development, talent management, and strategic HR – not just HR operations
Skills & Competencies
• Strong grasp of HR frameworks, talent management, and organisational design
• High emotional intelligence; able to navigate sensitive conversations and build trust across levels
• Analytical mindset – comfortable using HR data and metrics to inform decisions, not just intuition
• Excellent written and verbal communication; able to present to leadership with clarity and confidence
• Ability to balance strategic thinking with hands-on execution in a lean team environment
What We’re Looking For
• Someone who understands that HR in a consulting firm is a business function, not an administrative one
• Comfort operating in a commercial environment – TTC serves development sector clients but runs as a for-profit professional services firm
• High integrity, discretion, and professionalism in handling sensitive organisational and people matters
• Genuine interest in building institutions – not just filling seats
• Ownership mindset – you treat TTC’s people outcomes as your personal accountability
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