Position Title:  Director – Human Resources (Corporate)

Experience: 15 + years

Qualification: MBA / PG in HR

Department: Corporate Human Resources

Location: Mumbai

About Aeries:

Aeries Technology is a Nasdaq listed (AERT) global professional services and consulting partner, with offices in India, USA Mexico and Singapore. We provide Private Equities, its Portfolio Companies and mid-market companies with the right mix of deep vertical specialty, functional expertise, and the right systems & solutions to scale, optimize and transform their business operations with unique customized engagement models. Aeries is Great Place to Work certified by GPTW Institute, reflecting our commitment to fostering a positive and inclusive workplace culture for our employees.

Read about us at https://aeriestechnology.com/careers/

About the Role

We are seeking an experienced HR Business Partner to work closely with our corporate leaders in delivering consistent, engaging, and compliant employee experience. This role combines strategic HR partnering with hands-on execution across the employee lifecycle, supporting growth while strengthening culture, capability, and performance.

Key Responsibilities

Business Partnering & Stakeholder Management

• Partner with corporate, BU, and leaders to align HR strategies with business objectives.
• Act as the primary HR point of contact for assigned Corporate business units’ stakeholders.
• Share periodic insights on employee pulse, risks, and people metrics with leadership.
• Prepare and present HR updates during quarterly and business review meetings.

Onboarding & Employee Experience

• Partner with Talent Acquisition and other corporate teams to ensure seamless onboarding.
• Deliver a structured, high-touch induction experience for new hires.
• Coordinate with HR Operations to ensure timely background verification and documentation.
• Conduct 30/60/90-day check-ins to support early engagement and integration.
• Track probation completion and ensure timely manager feedback.
• Identify early attrition risks and work with managers on preventive actions.

Employee Engagement & Relations

• Drive employee engagement through regular 1:1s, skip-level connects, and floor walks.
• Execute engagement surveys and translate insights into action plans.
• Plan and run engagement initiatives, wellness programs, and cultural events.
• Manage Rewards & Recognition initiatives in line with defined budgets.
• Act as the first point of escalation for employee relations concerns and grievances.
• Support managers in addressing role clarity, workload, and team integration challenges.
• Identify attrition patterns and partner with leaders on retention strategies.

Performance Management & Rewards

• Drive end-to-end performance management cycles including goal setting, reviews, and appraisals.
• Facilitate performance management workshops and enablement sessions.
• Coach managers on effective performance feedback and development conversations.
• Support compensation, promotion, and reward processes in line with company guidelines.
• Ensure HR systems are updated with goals, performance data, and appraisal outcomes.
• Partner with business leaders to ensure fair, transparent, and consistent outcomes.

Training & Development

• Identify learning and capability development needs in partnership with business leaders.
• Facilitate internal learning sessions, Deign and deliver training programmes basis internal capabilities and skills available
• Collaborate with external vendors to design and deliver training programs.
• Track training participation, feedback, and effectiveness.

HR Operations & Process Excellence

• Oversee HRIS and payroll system architecture, enhancements, and integrations.
• Champion process optimization, automation, and technology-driven improvements.
• Ensure scalability of HR systems to support business growth.

Strategic Payroll Leadership

• Provide overall leadership and governance for end-to-end payroll operations across locations (India, US, Mexico)
• Establish payroll controls, policies, and SOPs aligned with organizational strategy and audit standards.
• Drive automation and digital transformation initiatives in payroll processing.

Capability Building & Organizational Development

• Build and lead a high-performing HR operations and payroll team.
• Drive training initiatives for HR teams on compliance updates and payroll processes.
• Enhance employee awareness on compensation structures, benefits, and statutory components.

HR Governance, Policy & Compliance

• Ensure adherence to HR policies, SOPs, and statutory requirements.
• Support policy rollout, communication, and consistent application across the business.
• Educate managers on policy interpretation and best practices.
• Partner with Legal and Finance on compliance-related matters and audits.

Exit & Retention Management

• Manage smooth and compliant offboarding processes.
• Conduct exit and retention interviews and analyze attrition trends.
• Partner with business leaders to implement retention initiatives and best practices.
• Support communication and employee handling during restructuring or RIF scenarios, where applicable.

Requirements:

• Extensive experience managing multi-skilled headcount of ~300+ employees across corporate functions (Finance, IT, Legal, etc).
• 15+ years of experience as an HR Business Partner, supported by a full-time specialization in Human Resources (MBA/PGDM or equivalent certification).
• Strong understanding of HR policies, processes, employee engagement, compliance, and labor laws, with exposure to product engineering or similar fast-paced industries.
• Proven ability to partner with senior leadership to design and execute HR strategies, frameworks, and people programs aligned with business goals.
• Demonstrated expertise in employee engagement, welfare, and experience programs, including ownership of employee surveys such as onboarding feedback, ESAT, and NPS.
• Strong capability in employee communications, including design and execution of connects, skip-level meetings, town halls, and structured feedback forums.
• Deep awareness of industry best HR practices and emerging trends, with the ability to translate insights into actionable recommendations for leadership.
• Advanced stakeholder management skills, with the ability to influence, collaborate, and drive alignment across multiple business leaders.
• Hands-on experience in HR policy design, process improvement, and change management initiatives.
• Exposure to employer branding and talent brand-building initiatives to attract and retain top talent.
• Strong attention to detail with a high standard for accuracy, governance, and execution.
• Sound knowledge of HR compliance requirements, statutory regulations, and quality management processes.
• Proficient in MS Office tools and HRIS platforms, with the ability to leverage data for reporting and decision-making.
• High-energy, collaborative professional with strong problem-solving, communication, and interpersonal skills, and a results-oriented mindset.
• International exposure or experience working with global stakeholders will be an added advantage.

The Job responsibilities of the candidate shall include but not limited to the Job Description & to perform any other tasks/functions as required by the Company.