Job Title

HR ManagerLocation: Chennai, IndiaEmployment Type: Full‑timeDepartment: People & Culture (Global)Reports To: Head of HR / VP, People & CultureAbout TECEZETECEZE is a fast‑growing technology services company with operations in 35+ countries across EMEA, APAC, and the Americas. We help customers build secure, scalable digital products and manage critical IT services. As we expand globally, we are strengthening our People function with an HR Manager focused on our international regions.Role SummaryYou will own and execute end‑to‑end HR operations and business partnering for multiple countries, with a primary focus on European HR operations. The role spans organisational development, employee lifecycle, performance management, compensation & benefits, compliance, and culture/engagement. You’ll serve as a trusted advisor to leaders, ensuring we hire, develop, and retain high‑performing, diverse teams while staying compliant with EU directives/regulations (e.g., working time, TUPE‑like transfers, GDPR), as well as country‑specific labour laws (e.g., Germany, Netherlands, France, Spain, Italy, Nordics, UK/Ireland).Key Responsibilities1) HR Business Partnering- Act as a strategic partner to business leaders across assigned international regions; understand org plans and translate them into people strategies. - Coach managers on workforce planning, team design, goal setting (OKRs), performance conversations, and leadership effectiveness. - Lead annual/bi‑annual performance cycles and compensation reviews in partnership with Finance and leadership.2) Talent Acquisition & Employer Branding- Partner with TA to plan headcount, define role specs, interview frameworks, and selection rubrics; drive quality‑of‑hire. - Ensure consistent employer branding and candidate experience aligned with local markets; leverage campus and community partnerships. - Oversee cross‑border hiring logistics, background checks, and onboarding for remote and on‑site employees/contractors.3) Onboarding, L&D, and Career Development- Own structured onboarding for international hires; track time‑to‑productivity. - Partner with L&D to deploy role‑based learning paths, manager training, and compliance modules. - Implement career frameworks and progression guides; run calibration and talent reviews (9‑box, succession planning).4) Employee Relations, Engagement & Culture- Serve as the first point of contact for employee relations (ER) across your countries; conduct fair, well‑documented investigations. - Run engagement surveys and action planning; launch recognition programs and community initiatives. - Champion DEI and psychological safety; embed company values across rituals and communications.5) Global Compensation & Benefits- Benchmark salaries/benefits using Europe‑focused market data; maintain internal equity across countries. - Partner with brokers/providers to design and renew country‑specific European benefits (medical, life/disability, pension frameworks where applicable) and global plans. - Manage variable pay programs, sales incentives, and spot awards; monitor pay parity and transparency obligations (e.g., EU Pay Transparency Directive timelines).6) HR Operations & Systems- Own accurate HR data in HRIS (e.g., BambooHR, Workday, HiBob) and ATS; ensure data integrity and timely reporting. - Partner with Payroll and Finance on monthly payroll instructions, audits, and year‑end filings across countries. - Standardise global HR SOPs while allowing for local nuance; drive automation and self‑service where possible.7) Compliance, Risk & Mobility- Ensure compliance with EU and country‑specific labour laws and global policies (e.g., GDPR/data privacy, working time, statutory benefits, notice, severance). - Navigate works councils / employee representative bodies and information‑consultation obligations where applicable. - Manage visas, work permits, and global mobility (short‑term travel and permanent relocation) with external counsel where needed. - Maintain compliant documentation (contracts, addenda, handbooks, policies); manage audits and respond to regulator queries.8) Workforce Analytics & Reporting- Track and present KPIs (headcount, attrition, DEI, engagement, time‑to‑hire, cost‑per‑hire, performance distribution, payroll variance) to leadership. - Use insights to recommend org changes, retention plays, or comp adjustments.Required Qualifications & Experience- 6–10 years in HR with at least 3 years managing multi‑country HR operations or HRBP responsibilities. - Hands‑on experience overseeing HR operations across European countries (EU/EEA and/or UK), including employment contracts, statutory benefits, terminations, and employee relations. - Working knowledge of EU‑level requirements (GDPR, Working Time Directive, Holiday Pay, parental leave frameworks) and the ability to adapt to local market nuances. - Strong knowledge of HR fundamentals: employment law basics, compensation, benefits, performance management, ER, and change management. - Experience collaborating with payroll providers/EOR/PEO partners for Europe and managing cross‑border mobility and visas. - Hands‑on experience with HRIS/ATS tools (e.g., Workday, BambooHR, HiBob, Greenhouse/Lever) and collaboration suites (Google Workspace/Microsoft 365). - Demonstrated success building processes in a fast‑paced, scaling environment (technology or services preferred). - Excellent stakeholder management and communication skills in English; additional European languages (e.g., German, French, Spanish, Italian, Dutch) are a plus. - Comfortable working across time zones; willingness to travel internationally (up to 20%).Nice to Have- Exposure to GDPR/CCPA and international data privacy regimes. - Experience supporting entities in EMEA and APAC; familiarity with Middle East and EU labour practices. - Background working with contractors/EOR/PEO models and transitioning to legal entities. - Compensation design exposure (salary bands, geo‑differentials, bonus plans, equity/phantom stock). - Certification: SHRM‑CP/SHRM‑SCP, CIPD, PHRi/SPHRi#teceze