VSquare Systems Pvt. Ltd.
Website:
vsquaresystem.com
Job details:
Senior Manager – Human Resources & Talent Management
Company: Vsquare Systems Pvt. Ltd.
Location: Pune
Work Mode: Work from Office
Employment Type: Full-time
Experience: 8–12 years preferred
Role Overview
Vsquare Systems is looking for an experienced Senior Manager – Human Resources & Talent Management to lead and actively manage the HR function as the organization enters its next phase of growth.
This is a hands-on leadership role.
We are looking for someone who can think strategically, establish processes, lead the HR/recruitment team and advise Leadership, while also being willing and capable of personally executing critical HR activities when required.
The role will cover Talent Acquisition, Workforce Planning, Employee Lifecycle Management, Performance Management, Employee Engagement, Technical Training & Capability Development, HR Operations, Compliance, HR Analytics and People Governance.
The successful candidate should be comfortable moving between:
Planning → Execution → Tracking → Problem Solving → Management Reporting
The role requires a strong understanding of an IT services and technology consulting business, where people capability, niche technology hiring, customer requirements, project deployment, utilization and retention directly influence business performance.
This is a Work from Office role based in Pune requiring active interaction with Leadership, Delivery teams and employees.
Key Responsibilities
1. HR Leadership & Hands-on Ownership
Take ownership of the overall HR function while remaining actively involved in execution.
- Understand Vsquare’s business priorities and translate them into HR and workforce priorities.
- Review existing HR processes and identify areas requiring improvement.
- Establish practical and scalable HR processes, policies and operating mechanisms.
- Lead and guide the existing HR/recruitment team.
- Define responsibilities, targets and performance expectations for the HR team.
- Personally intervene and execute activities where the requirement is critical or requires senior HR involvement.
- Establish appropriate HR systems, data structures and reporting.
- Work directly with Company Leadership and Delivery Management.
- Proactively identify people, hiring, capability and retention risks and drive them to closure.
- Ensure that HR initiatives move from discussion to actual implementation.
The role requires a player-coach mindset — someone who leads the function but remains close to execution.
2. Talent Acquisition
Own and actively participate in the complete recruitment lifecycle.
- Understand manpower requirements directly from Delivery, Sales and Leadership teams.
- Develop hiring plans for current and anticipated requirements.
- Personally drive critical, niche and leadership hiring where required.
- Convert technical requirements into effective job descriptions and sourcing strategies.
- Source candidates directly where appropriate rather than depending entirely on recruiters or agencies.
- Build talent pipelines for technology skills including:
- Databricks / Data Engineering
- Azure / AWS / GCP
- Ab Initio
- SAP
- AI / GenAI
- UI/UX and Application Development
- Conduct HR screening for important positions and establish screening standards for the recruitment team.
- Validate candidate experience, technical relevance, communication, compensation, notice period, location and joining feasibility.
- Coordinate and actively follow technical and customer interview processes.
- Personally handle critical compensation discussions and offer negotiations.
- Maintain engagement with selected candidates through joining.
- Improve offer-to-joining conversion.
- Build and maintain a structured and searchable candidate database.
- Ensure historical candidate data is reviewed, cleaned and effectively reused.
- Build and manage recruitment partners.
- Measure recruitment funnel effectiveness and recruiter productivity.
- Continuously improve hiring quality and turnaround time.
The Senior Manager will be accountable not merely for managing recruiters but for delivering hiring outcomes.
3. Workforce & Resource Planning
Work directly with Delivery and Leadership to maintain forward-looking workforce visibility.
- Maintain visibility of billable, non-billable and bench resources.
- Track upcoming project roll-offs and resource availability.
- Identify internal deployment opportunities before initiating external hiring.
- Maintain organization-wide skill inventory and employee competency information.
- Forecast workforce requirements based on confirmed projects and business pipeline.
- Translate business demand into hiring and capability-development plans.
- Identify resource gaps and hiring risks proactively.
- Support rapid ramp-up requirements for new customers/projects.
- Provide Leadership with forward-looking workforce visibility.
4. Employee Lifecycle Management
Own and actively oversee HR activities across the complete employee lifecycle:
Joining → Onboarding → Employment → Performance → Development → Retention → Separation
Responsibilities include:
- Offer and appointment documentation
- Background verification
- Joining formalities
- Employee documentation
- Induction and onboarding
- Probation and confirmation
- Employee transfers and role changes
- Performance-review coordination
- Promotion and compensation changes
- Employee grievances
- Retention interventions
- Resignation and exit processes
- Exit interviews
- Full & Final settlement coordination
- Experience and relieving documentation
Personally handle sensitive or important employee matters where senior HR involvement is required.
5. Employee Engagement & Retention
Lead and actively participate in employee engagement initiatives.
- Establish an annual and quarterly Employee Engagement Calendar.
- Conduct regular employee connect sessions.
- Personally interact with employees across teams to understand concerns and feedback.
- Identify employee concerns and potential attrition risks early.
- Establish recognition and reward initiatives.
- Lead the organization of company events, celebrations and team-building activities.
- Coordinate employee participation and communication.
- Measure effectiveness of engagement initiatives.
- Work with managers to improve employee experience and retention.
The expectation is to personally drive important engagement initiatives, not simply assign event execution to others.
6. External Technology & Professional Events
Lead and actively coordinate external technology and professional events involving Vsquare.
These may include:
- Technology meetups
- Knowledge-sharing forums
- Customer/partner technology events
- Industry events and conferences
- Hackathons
- Technical workshops
- Campus events
- Recruitment events
Responsibilities include:
- Event planning and execution
- Coordination with Leadership and Technology Leads
- Speaker and participant coordination
- Employee participation
- External partner/vendor coordination
- Venue and logistics
- Event communication
- Employer branding and talent outreach
The Senior Manager should be comfortable personally coordinating important events from planning through execution.
7. Technical Training & Capability Development
Lead the establishment and day-to-day management of a structured Technical Training and Capability Development Program.
- Work directly with Delivery and Technology Leads to identify current and future skill requirements.
- Conduct skill-gap analysis.
- Develop annual and quarterly technical training plans.
- Identify internal SMEs, external trainers and technology partners.
- Personally coordinate the setup and execution of training programs.
- Organize technical workshops and knowledge-sharing sessions.
- Establish certification programs.
- Follow up with employees on training and certification commitments.
- Track attendance, completion, assessments and certifications.
- Measure effectiveness of training programs.
- Maintain employee skill and certification records.
- Build and maintain organization-wide competency and skill matrices.
- Support cross-skilling and upskilling.
- Establish learning paths for strategic technologies such as Databricks, GCP, Ab Initio, SAP, AI/GenAI and emerging technologies.
- Establish appropriate training/onboarding programs for freshers and lateral hires.
- Connect training plans with upcoming project and business demand.
HR will own planning, coordination, execution, tracking and measurement, while Technology and Delivery Leads will provide technical direction and subject-matter expertise.
8. Performance Management
Establish and operate a practical performance-management framework.
- Establish employee goals/KRAs.
- Coordinate and actively follow up on periodic performance reviews.
- Ensure timely completion of appraisals.
- Improve quality and consistency of performance feedback.
- Maintain appropriate performance documentation.
- Support promotion and increment processes.
- Identify high performers and employees requiring development.
- Coordinate Performance Improvement Plans where required.
- Connect performance management with training, career development and recognition.
9. HR Operations & Compliance
Ensure disciplined execution of HR administration and compliance.
- Maintain accurate employee master data and personnel records.
- Manage attendance and leave processes.
- Coordinate payroll inputs with Finance.
- Maintain compensation and benefits information.
- Support PF, ESIC, gratuity, POSH and other applicable statutory requirements.
- Maintain HR policies and employee handbook.
- Ensure confidentiality of employee and compensation information.
- Maintain appropriate HR documentation and audit readiness.
- Periodically verify that defined HR processes are actually being followed.
10. HR Technology, Data & Process Improvement
Establish a structured and data-driven HR operating environment.
- Create a reliable single source of HR and recruitment information.
- Improve the quality and usability of existing HR and recruitment data.
- Ensure historical candidate information is organized and searchable.
- Effectively utilize HRMS/ATS and other appropriate HR technology.
- Reduce unnecessary spreadsheet and manual-process dependency.
- Digitize and automate recurring HR processes where appropriate.
- Establish data ownership and data-quality standards.
- Personally drive implementation of key HR process improvements rather than limiting involvement to recommendations.
11. HR MIS & Management Reporting
Own the preparation, validation and interpretation of HR management information.
Reporting should include:
- Total headcount
- Billable / non-billable / bench headcount
- Open positions
- Hiring demand vs capacity
- Candidate pipeline
- Recruitment funnel
- Time-to-hire
- Offer-to-joining ratio
- Recruitment source effectiveness
- Recruiter productivity
- Attrition
- Upcoming project roll-offs
- Upcoming confirmations
- Skill distribution
- Certification status
- Training plans and completion
- Employee engagement activities
- Leave / attendance exceptions
- Workforce forecast
- Key HR risks and required actions
The Senior Manager should be sufficiently close to the underlying information to validate and explain the numbers personally, rather than relying solely on reports prepared by the team.
Management reporting should clearly answer:
What is happening? Why is it happening? What is at risk? What action is being taken? What decision/support is required from Leadership?
Candidate Profile
The ideal candidate should have:
- 8–12 years of progressive HR experience, preferably within IT services, technology consulting, digital engineering, data/cloud services or a similar organization.
- Experience leading HR/recruitment responsibilities while remaining hands-on.
- Strong hands-on IT Talent Acquisition experience.
- Demonstrated experience personally sourcing and closing technology positions.
- Experience managing or mentoring recruiters/HR team members.
- Experience building recruitment capability for organizational growth.
- Good understanding of technology roles and skills.
- Experience with workforce planning and resource-demand forecasting.
- Strong understanding of employee lifecycle management.
- Experience establishing or improving HR processes.
- Experience organizing employee engagement initiatives and corporate events.
- Experience setting up and coordinating technical training and certification programs.
- Experience working directly with senior leadership.
- Working knowledge of Indian employment practices and statutory HR requirements.
- Strong communication, stakeholder-management and negotiation skills.
- Strong analytical and reporting capabilities.
- Experience with HRMS/ATS systems and HR process automation.
Critical Competencies
Hands-on Leadership
Leads people while remaining willing and able to personally execute important activities.
Ownership
Takes responsibility from requirement through closure rather than limiting the role to coordination or delegation.
Business Orientation
Understands the relationship between people, skills, utilization, project delivery, revenue and customer commitments.
Talent Judgement
Can personally evaluate candidate relevance and establish appropriate screening standards for the recruitment team.
Execution Discipline
Converts discussions and plans into measurable actions with owners, timelines and outcomes.
Technology Orientation
Understands technology roles, skills and certifications sufficiently to operate effectively in a technology consulting organization.
Data Orientation
Uses structured data and metrics to manage HR and can personally explain the underlying numbers.
Employee Maturity
Handles sensitive employee matters with judgement, confidentiality and professionalism.
Problem Solving
Identifies gaps, proposes practical solutions and follows implementation through completion.
Success Measures
Performance will be measured through:
- Quality and turnaround time of hiring
- Closure of critical and niche technology positions
- Recruitment funnel effectiveness
- Reduction in irrelevant profiles reaching technical interviews
- Offer-to-joining conversion
- Workforce readiness against business requirements
- Employee retention and attrition management
- Accuracy of HR and recruitment data
- Bench/resource visibility
- Technical training and certification progress
- Employee engagement effectiveness
- Successful execution of internal and external events
- HR process compliance
- Quality and timeliness of HR MIS
- Effectiveness of the HR/recruitment team
- Responsiveness and closure of employee issues
- Successful implementation of HR process improvements
- Ability to anticipate people and capability risks before they become business escalations
Reporting & Collaboration
The Senior Manager – Human Resources & Talent Management will work closely with Company Leadership and Delivery Management and will take end-to-end ownership of HR and Talent Management activities.
The role will collaborate closely with Delivery, Technology Leads, Finance, Administration, Sales/Marketing and external partners.
This role requires someone who is equally comfortable leading a management discussion, interviewing a critical candidate, resolving an employee issue, reviewing recruitment data, coordinating a technical training program or personally driving an important organizational event.
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