Sr. Manager - Human Resources

Location: Mumbai, Maharashtra, India Job ID: 90648 We Elevate... Quality of urban life Our elevators, escalators, and moving walks safely transport more than two billion of us up and down buildings and across transportation hubs every part of the Schindler team, you’ll discover meaningful work that enhances quality of life for communities, and contribute to making places more accessible, inclusive, and sustainable for all. We combine innovation, safety, and high ethical standards, ensuring respect both among colleagues and for the world around us. By joining us, you don’t just become part of our success story; you help shape the future and continue our rich legacy that started back in 1874. Schindler India is a 100% owned subsidiary of Schindler Group headquartered out of Mumbai and is backed by 5000+ employees who are spread across the length and breadth of the country. Besides business operations, Schindler India has its own Corporate R&D Centre, Elevator and Escalator Factory and Shared Service Centre to support India operations, which is in-fact one of the fastest growing market now globally. Join us as a Sr. Manager - Human Resources Your main responsibilities Role Summary: Drive an inclusive, respectful, and values-led workplace culture by embedding diversity, equity, inclusion, ethical conduct, employee voice mechanisms, and statutory compliance frameworks across the organization. Roles & Responsibilities: 1. Inclusion and Diversity Design and implement initiatives that foster an inclusive, equitable, and respectful workplace. Partner with HR Business Partners and business leaders to integrate inclusion principles into relevant work & HR processes. Monitor diversity metrics, identify gaps, and recommend action plans to improve representation and inclusion outcomes. Lead employee resource groups (ERGs) and inclusion champions networks. Drive awareness campaigns, observance of diversity calendars, and organization-wide inclusion programs. Measure employee sentiment on inclusion and belonging through surveys, focus groups, and other feedback mechanisms. 2. Culture Transformation, Employee Experience and Employer Branding Champion the organization's values and translate them into tangible employee behaviors and practices. Design and implement culture-building interventions that strengthen employee engagement and organizational effectiveness. Partner with leaders to enhance culture, team effectiveness, collaboration, and psychological safety. Analyze employee feedback and engagement data to identify cultural strengths, risks, and improvement opportunities. Develop and implement action plans to improve employee experience and workplace culture. Act as a trusted advisor to leaders on culture-related challenges and change management initiatives. Manage the organization's employer brand presence across external platforms including LinkedIn, Glassdoor, Ambition Box, Indeed, and other relevant channels. Monitor employer brand metrics, candidate feedback, and external reputation indicators, recommending actions to strengthen the organization's position as an employer of choice. Drive participation in employer branding awards, external benchmarking studies, and best workplace certifications to enhance organizational visibility and market reputation. 3. Employee Grievance Management Own and manage the organization's grievance redressal framework and mechanisms. Review, investigate, and resolve employee complaints in a fair, confidential, and timely manner. Conduct fact-finding investigations and recommend appropriate resolutions based on policy and organizational values. Track grievance trends, identify systemic issues, and recommend preventive interventions. Partner with HR, Legal, and business leaders to ensure consistency and fairness in grievance resolution. Maintain confidential records and documentation in line with legal and organizational requirements. Build employee confidence in speaking-up and escalation mechanisms. 4. Ethics & Ant-discrimination Lead ethics communication, training, and awareness programs for employees and managers. Manage ethics-related complaints, conduct investigations, and coordinate resolution processes. Monitor ethics trends and recommend actions to strengthen ethical culture and risk mitigation. 5. POSH (Prevention of Sexual Harassment) Compliance Serve as the HR custodian for POSH compliance in line with applicable legislation. Support and coordinate the Internal Committee (IC) and ensure effective case management. Ensure timely and compliant handling of POSH complaints, investigations, and documentation. Facilitate POSH awareness, sensitization, and certification programs across employee groups. Maintain all statutory records and ensure compliance with annual reporting requirements. Review organizational practices and recommend improvements to strengthen workplace safety and respect. Provide guidance to managers and employees on POSH-related concerns while maintaining confidentiality and procedural fairness. 6. Governance, Analytics & Reporting Develop dashboards and reports on inclusion, culture, grievances, ethics, and POSH metrics. Track key indicators such as diversity metrics, grievance resolution timelines and ethics cases, I&D compliance module completions. Present insights and recommendations to HR leadership and senior management. Benchmark external best practices and recommend enhancements to organizational programs. What you bring Qualification, Experience & Skills: Qualification: Master’s degree in human resources, Organizational Psychology, Business Administration, Social Sciences, or a related field. Certification or specialized training in Diversity, Equity & Inclusion (DEI), Employee Relations, POSH, Ethics & Compliance, or Employee Experience would be preferred. Certified POSH Trainer/Investigator or experience supporting Internal Committees will be an added advantage. Professional Experience: 8+ years of progressive HR experience, with significant exposure to Inclusion & Diversity, Culture Transformation, Employee Experience, Employee Relations, and Compliance. Proven experience in designing and implementing DEI, culture, engagement, and employer branding initiatives. Demonstrated experience in handling employee grievances, workplace investigations, ethics cases, and sensitive employee relations matters. Strong understanding of POSH legislation and practical experience supporting complaint management, investigations, and compliance reporting. Skills Required for the Job: Excellent stakeholder management, communication, influencing, facilitation, and conflict resolution skills. Strong analytical and problem-solving capabilities, with the ability to translate employee insights into actionable interventions. High levels of integrity, empathy, and judgment, with the ability to drive a culture of trust, inclusion, accountability, and compliance. What’s in it for you? Join our purpose-driven organization. Help shape an industry in which two billion people rely on our products and services every day. Your development matters to us. We help you grow by offering the support you need to develop your skills and access a rewarding and fulfilling career. Thrive in a diverse and supportive culture. Through local and global initiatives, we promote a culture of inclusion which celebrates diversity and ensures that everyone feels valued. We Elevate… Your Career Become part of our team, help us enhance quality of life and drive innovation while raising the bar for safety and sustainability. We value your diverse skills and perspectives as together we shape the sustainable cities of today and tomorrow. Are you ready to embark on a new journey? Join #TeamSchindler! Discover more on our career website . At Schindler Group we value inclusion and diversity, and practice equity to create equal opportunities for all. We endeavor that all qualified applicants will receive consideration for employment without regard to age, race, ethnic background, color, religious affiliation, union affiliation, gender, gender identity, sexual orientation, marital status, national origin, nationality, genetics and health or disability. Any unsolicited application from Recruitment Agencies is deemed to be rejected and does not constitute in any manner an offer from a Recruitment Agency.