Manager - People Generalist - Freight Forwarding

1. HR Business Partnering

• Act as the HR point of contact for assigned Freight Forwarding business locations/functions and provide timely support on people-related matters.

• Understand business manpower and employee requirements and coordinate with relevant teams for resolution.

• Support People Managers in implementing HR policies, processes and annual people initiatives.

• Provide practical HR guidance to managers on employee lifecycle and workplace matters.

• Escalate complex, sensitive or business-critical matters to the Business Unit DGM HR with relevant facts and recommendations.

2. HR Process & Policy Execution

• Ensure timely execution of periodical HR processes including performance management, goal setting, employee confirmations, talent reviews, engagement initiatives and other people processes.

• Drive adherence to defined HR processes and timelines across assigned business areas.

• Identify process gaps and recommend improvements to the Business Unit DGM HR.

• Ensure effective communication and implementation of HR policies across the business.

3. Workforce & Manpower Coordination

• Maintain visibility of headcount, vacancies, new joiners, exits, transfers and other workforce movements for assigned areas.

• Coordinate with business managers and Talent Acquisition on manpower requirements and recruitment priorities.

• Support manpower planning through accurate workforce data and business inputs.

• Monitor open positions and recruitment progress and highlight delays or critical gaps.

• Support internal movements, transfers and organizational changes as required.

4. Performance Management

• Coordinate the performance management cycle for assigned teams and ensure completion within defined timelines.

• Support managers in goal setting, mid-year reviews and year-end evaluations.

• Track completion and identify gaps in performance management processes.

• Support managers in handling performance concerns and documentation of Performance Improvement Plans.

• Escalate recurring or significant performance concerns to the Business Unit DGM HR.

5. Employee Engagement & Employee Connect

• Execute employee engagement initiatives across assigned Freight Forwarding business locations/functions.

• Conduct regular employee connects, focus groups and one-on-one interactions to understand employee concerns.

• Track employee feedback and ensure timely closure of actionable concerns.

• Support implementation of engagement and recognition initiatives designed for the Freight Forwarding business.

• Monitor employee sentiment and highlight emerging engagement or retention risks.

6. Employee Relations

• Manage routine employee relations matters including grievances, counselling, absenteeism, behavioural concerns and workplace issues.

• Ensure timely and appropriate resolution of employee concerns in consultation with People Managers.

• Maintain proper documentation of employee relations cases.

• Support disciplinary processes in line with company policies and applicable requirements.

• Escalate high-risk, sensitive or complex cases to the Business Unit DGM HR and relevant stakeholders.

7. Talent & Development Support

• Support the execution of talent review and succession planning processes for assigned teams.

• Maintain visibility of identified talent, development actions and career movements.

• Coordinate with L&D for training and capability-building requirements identified by the business.

• Track completion and participation in relevant learning initiatives.

• Support internal mobility and career development processes.

8. HR Operations & Employee Lifecycle

• Ensure smooth execution of employee lifecycle activities including onboarding, confirmation, transfers, promotions, exits and other employee movements.

• Coordinate with HR Operations, Payroll and relevant teams for timely resolution of employee queries.

• Ensure employee records and HR systems are accurately updated.

• Monitor adherence to defined HR service timelines and escalate unresolved issues.

• Support HR process digitization and automation initiatives.

9. HR Compliance & Governance

• Ensure adherence to HR policies and applicable statutory & establishment compliance requirements within assigned areas.

• Support compliance requirements relating to POSH, employee documentation, labour regulations and other applicable HR processes.

• Coordinate with relevant stakeholders during audits and compliance reviews.

• Track and follow up on closure of audit observations and compliance actions.

• Coordinate with Statutory/Government/Legal authorities 

• Maintain required HR records and documentation.

10. Contract Labour Support

• Coordinate with business teams and vendors on contract workforce-related HR matters.

• Monitor contract manpower records, onboarding documentation, attendance and employee lifecycle activities.

• Support periodic vendor compliance reviews and audits.

• Escalate material compliance or vendor performance issues to the business unit DGM HR.

11. HR MIS & Analytics

• Maintain accurate HR dashboards and reports for assigned business areas covering headcount, hiring, attrition, employee movements, engagement and other key metrics.

• Analyse workforce data and highlight trends, risks and exceptions to the business unit DGM HR.

• Prepare periodic HR reports and presentations for business reviews.

• Ensure accuracy and timely submission of HR data and reports.

12. HR Projects

• Support execution of BU-wide HR projects and initiatives led by the business unit DGM HR.

• Own defined workstreams and ensure timely completion of project deliverables.

• Coordinate with HR COEs and business stakeholders for implementation.

• Identify opportunities for improving employee experience, process efficiency and HR service delivery.

Experience

• 5-8 years of overall experience in Human Resources, with relevant experience in HR Business Partnering / HR Generalist roles. 

• Prior experience in Freight Forwarding, Logistics, Supply Chain, Warehousing or a similar operations-driven industry will be preferred. 

• Experience in partnering with business managers across multiple locations/functions and handling a diverse employee base. 

• Strong hands-on experience in employee relations, performance management, workforce planning, employee engagement, talent management and HR operations. 

• Experience in managing HR processes in a fast-paced, multi-location environment with strong stakeholder interaction. 

• Exposure to labour & Establishment compliances, contract workforce management, HR audits and HR systems/MIS will be an advantage. 

Qualifications

• MBA/PGDM in Human Resources or equivalent postgraduate qualification is preferred. 

• Strong working knowledge of HR practices, employment laws, employee relations and HR processes. 

• Proficiency in MS Excel, PowerPoint and HRMS/HR reporting tools. 

• Excellent Communication skills