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Job Description: Senior HR Manager – India (Shared Services & Operations)Location: IndiaReporting to: Matrix reporting to business and functional leadersScope: India Shared Services (current 50 scaling to 250 FTE)Role level: Senior individual contributor + people leader (hands-on HR operations + strategic partner)Role SummaryThe Senior HR Manager (India) will lead end-to-end HR delivery for the India Shared Services organization and the broader India office footprint, acting as the primary People/HR point of contact for employees and leadership. This is a hands-on leadership role responsible for scaling HR operations, strengthening employee lifecycle management (hire-to-retire), and enabling business growth as the India organization scales significantly over time. The role combines operational HR execution with strategic leadership partnership, workforce planning, performance and talent management, HR analytics and reporting, and compliance. The Senior HR Manager will develop scalable people processes and maintain strong governance, while building a high-performance, data-driven, employee-centric culture aligned with Anderson Global standards.Key Responsibilities1) HR Leadership & Site Ownership (India)• Serve as the senior HR leader and “go-to” HR contact for the India organization, partnering closely with local and global stakeholders. • Own and drive the people agenda for India in alignment with business priorities and global HR frameworks. • Act as a trusted advisor to senior leaders, providing structured recommendations on workforce strategy, organization design, and employee matters. • Lead and coach HR team members (current and future), ensuring operational excellence and consistent employee experience.2) End-to-End Employee Lifecycle (HR Operations)• Hiring support and onboarding (offer documentation, onboarding journey, probation confirmation process) • Employee relations, grievances, and disciplinary processes (fairness, documentation, risk management) • Performance management cycle implementation and calibration support • Promotions, transfers, job changes, and compensation administration • Attendance/leave management governance and policy implementation • Exit management (resignations, offboarding, full-and-final settlement coordination) • HR documentation, letters, confirmations, and employee records management3) Strategic Workforce & Scaling Readiness (Growth to 250 FTE)• Build and execute an India HR scaling plan to support phased migration of roles into India Shared Services. • Partner with leadership on workforce planning and hiring forecasts, organization structure and role clarity, succession planning and internal mobility, engagement and retention strategy. • Proactively identify HR risks and bottlenecks related to rapid growth and propose mitigation plans.4) HR Governance, Compliance & Risk Management• Ensure compliance with local labor laws and HR governance requirements across India operations. • Maintain strong documentation standards, audit readiness, and consistent interpretation of policies. • Partner with Legal, Finance, and leadership on sensitive matters (terminations, disputes, policy enforcement, compliance risks). • Own local HR policy implementation and ensure alignment with global standards, while adapting to India context as required.5) HR Analytics, Reporting & KPIs (Data-Driven Leadership)• Build structured HR dashboards and recurring reporting for leadership, covering headcount, hiring plan progress, attrition trends, tenure, demographics, performance distribution and outcomes, compensation movements and cost impacts (where applicable), engagement insights and retention risk indicators, and HR operations SLAs. • Translate data into insights and decisions (not only reporting), and propose corrective actions.6) Culture, Employee Experience & Stakeholder Management• Drive employee communication cadence and HR presence in the office (approachable, responsive, structured). • Partner with leaders to strengthen culture, leadership capability, and team effectiveness. • Ensure a consistent employee experience and high-quality HR service delivery during scale-up. • Manage complex stakeholder expectations across matrix reporting lines and multiple senior leaders.Success Metrics (KPIs)• Quality & speed of HR delivery: reduced cycle times, consistent closure on employee requests, strong documentation quality • Attrition outcomes: early warning reporting, improved retention on critical roles • Scale readiness: HR processes established and stable as headcount grows (50→ 250) • Hiring effectiveness: onboarding effectiveness, probation success rates, hiring plan delivery • Compliance & governance: zero major compliance issues, audit-ready records and processes • Leadership satisfaction: strong stakeholder feedback on HR partnership and responsiveness • Data maturity: recurring dashboards delivered, insights translated into actionsRequired Qualifications & Experience• 15–17+ years of progressive HR experience, ideally within professional services, financial services, consulting, or high-growth corporate environments. • Strong hands-on expertise across HR operations, employee relations, performance management, and talent processes. • Experience supporting multi-site operations and scaling organizations. • Demonstrated ability to work with senior leadership in a matrix reporting structure and manage complex stakeholders. • Strong knowledge of India labor framework and HR compliance best practices. • Proven ability to build HR reporting and dashboards; strong analytical mindset.Preferred Experience• Prior experience in a global or regional HR environment, supporting international stakeholders. • Experience supporting Shared Services / SSC / GCC build-up or operating model transition. • Exposure to HR transformation, process standardization, HR governance, and policy design.Skills & Competencies• Hands-on execution capability with senior-level judgment and presence • Strong employee relations and conflict resolution skills • Data-driven decision making; ability to build and interpret HR metrics • High attention to detail, documentation discipline, and compliance mindset • Strong communication, leadership influence, and stakeholder management • Growth mindset and operational resilience in high-pressure environments • High integrity, confidentiality, and maturity in sensitive situationsWorking Style Expectations• Comfortable being both the strategic HR lead and the operational executor when needed • Strong bias for action and accountability; results-oriented and structured • Visible HR presence in office; builds trust across levels • Able to operate independently with minimal oversight while keeping leadership informed