A minimum of 8 or 10 years of senior, hands-on human resources leadership experience.
An MBA in Human Resources from a top-tier institute in India.
Strong business partnering experience with CEOs, directors, and senior management.
Broad generalist human resources expertise covering talent acquisition, performance management, compensation and benefits, human resources operations, employee relations, learning and development, and organisational development.
Experience managing and developing a human resources team.
Strong knowledge of Indian employment legislation and human resources compliance requirements.
Demonstrated experience building performance-driven organisational cultures.
Experience within fast-moving consumer goods, agricultural commodities, or trading.
Experience with performance management systems, workforce planning, succession planning, organisational design, or compensation benchmarking.
Strong analytical capability and comfort working with workforce data, budgets, and human resources metrics.
Experience setting up and implementing human resources information systems.
Business-fluent English.
Proficiency in an additional language.
Eligible to work in India.
High levels of integrity, confidentiality, and professional judgement.
Strong communication and interpersonal skills.
Ability to work effectively in a fast-paced, entrepreneurial, and internationally connected organisation.
Responsibilities
Act as a trusted strategic human resources advisor to top management on organisational, talent, and people-related matters.
Translate business strategy into an effective people and organisational strategy.
Partner with senior leadership on organisational priorities, workforce requirements, succession planning, and leadership development.
Provide proactive recommendations based on business requirements, workforce trends, and human resources analytics.
Lead end-to-end recruitment and talent acquisition across TORQ India.
Develop sourcing and recruitment strategies for critical, specialist, and leadership positions.
Build internal and external talent pipelines to support current and future business requirements.
Drive workforce planning in collaboration with business leaders.
Develop manpower budgets, forecasts, and headcount plans aligned with business objectives.
Monitor recruitment effectiveness using quality of hire, time to hire, and recruitment cost key performance indicators.
Lead implementation and continuous improvement of the performance management framework.
Ensure objectives and key performance indicators are clearly defined and aligned with organisational priorities.
Establish a culture of accountability, ownership, and measurable performance.
Partner with management to identify and address underperformance.
Connect performance outcomes to career development, succession, recognition, and reward.
Support development of a transparent, performance-based organisational culture.
Drive compensation and benefits strategies to maintain internal equity and external competitiveness.
Conduct market benchmarking and recommend salary structures and benefit programmes.
Support annual salary reviews, bonus processes, and incentive structures.
Ensure accurate, compliant, and efficient payroll management.
Monitor personnel costs and provide management with compensation and workforce analysis.
Provide leadership and oversight of human resources operations and administration.
Oversee employee documentation, contracts, onboarding, probation, transfers, promotions, exits, and employee records.
Develop and continuously improve human resources policies, procedures, and standard operating procedures.
Ensure human resources processes are efficient, scalable, and aligned with business requirements.
Build constructive and professional employee relations across the organisation.
Advise management on complex employee relations matters and workplace issues.
Develop initiatives to strengthen employee engagement, communication, and retention.
Conduct and analyse employee engagement surveys and translate findings into measurable action plans.
Promote a professional, collaborative, and performance-oriented working environment.
Identify organisational and individual capability gaps in partnership with business leaders.
Develop and implement targeted learning and development programmes aligned with business priorities.
Build leadership and management capabilities across the organisation.
Establish measurable objectives and return-on-investment and key performance indicators for major learning and development initiatives.
Support career development and internal mobility opportunities for high-performing employees.
Partner with top management to design and implement organisational development initiatives.
Support organisational restructuring, role design, job evaluation, and reporting-line optimisation where required.
Lead human resources aspects of organisational change and transformation programmes.
Strengthen succession planning and identify critical roles and potential successors.
Support development of a sustainable leadership pipeline.
Drive digital human resources initiatives to improve employee connectivity, efficiency, and management information.
Promote effective utilisation and continuous improvement of human resources information systems and other human resources technology platforms.
Develop human resources dashboards and management reporting.
Use human resources analytics to identify workforce trends, risks, and opportunities and support data-driven decision-making.
Develop employer-branding initiatives in collaboration with internal and external stakeholders.
Strengthen TORQ's positioning as an employer of choice within relevant talent markets.
Support recruitment marketing, university relationships, professional networks, and other talent-branding initiatives.
Ensure consistency between TORQ's external employer proposition and the internal employee experience.
Ensure compliance with applicable Indian labour and employment laws, statutory requirements, and internal company policies.
Maintain appropriate human resources governance, documentation, and controls.
Identify potential employment-related risks and proactively advise management.
Coordinate with legal advisors, payroll providers, auditors, and other external stakeholders where required.
Develop and lead diversity, equity, and inclusion initiatives aligned with organisational values and business objectives.
Promote fair and merit-based recruitment, development, promotion, and reward practices.
Establish measurable diversity, equity, and inclusion objectives rather than activity-based programmes.
Lead, manage, develop, and motivate the India human resources team.
Establish clear responsibilities, objectives, and performance expectations across the human resources function.
Develop the capabilities of human resources team members and ensure strong business partnering across the organisation.
Build a human resources function recognised for responsiveness, professionalism, commercial awareness, and execution.
Ensure human resources initiatives deliver planned and measurable outcomes.
General Manager HR - India Business & Operations
TORQCOMMODITIES · Navi Mumbai, India · Full-time · Posted 2026-09-14
Workplace: on_site
Description
The Head of HR \General Manager – Human Resources will lead the HR function for TORQ India Business & Operations, acting as a strategic people partner to senior and top management.
The role will be responsible for developing and executing the people strategy required to support TORQ's business growth, organisational development and operational objectives in India.
The GM HR will oversee the full employee lifecycle and HR agenda, including talent acquisition, performance management, workforce planning, compensation and benefits, HR operations, employee relations, learning and development, organisational development, HR digitalisation, compliance and employee engagement.
A key objective of the position will be to develop a high-performance, meritocratic and accountable organisational culture while building the leadership capabilities and talent pipeline required for the future growth of the business.
Key Responsibilities
1. Strategic HR Leadership & Business Partnership
Act as a trusted strategic HR advisor to Top Management on organisational, talent and people-related matters.
Translate business strategy into an effective people and organisational strategy.
Partner closely with senior leadership on organisational priorities, workforce requirements, succession planning and leadership development.
Provide proactive recommendations based on business requirements, workforce trends and HR analytics.
2. Talent Acquisition & Workforce Planning
Lead end-to-end recruitment and talent acquisition across TORQ India.
Develop effective sourcing and recruitment strategies for critical, specialist and leadership positions.
Build strong internal and external talent pipelines to support current and future business requirements.
Drive workforce planning in collaboration with business leaders.
Develop manpower budgets, forecasts and headcount plans aligned with business objectives.
Monitor recruitment effectiveness through relevant KPIs, including quality of hire, time to hire and recruitment costs.
3. Performance Management & Meritocracy
Lead the implementation and continuous improvement of the Performance Management framework.
Ensure objectives and KPIs are clearly defined and aligned with organisational priorities.
Establish a strong culture of accountability, ownership and measurable performance.
Partner with management to identify and address underperformance effectively.
Ensure performance outcomes are appropriately connected to career development, succession, recognition and reward.
Support the development of a transparent and performance-based organisational culture.
4. Compensation, Benefits & Payroll
Drive proactive Compensation & Benefits strategies to maintain internal equity and external competitiveness.
Conduct market benchmarking and recommend appropriate salary structures and benefit programmes.
Support annual salary reviews, bonus processes and incentive structures.
Ensure accurate, compliant and efficient payroll management.
Monitor personnel costs and provide management with meaningful compensation and workforce analysis.
5. HR Operations & Administration
Provide leadership and oversight of HR Operations and Administration.
Ensure effective management of employee documentation, contracts, onboarding, probation, transfers, promotions, exits and employee records.
Develop and continuously improve HR policies, procedures and SOPs.
Ensure HR processes are efficient, scalable and aligned with business requirements.
6. Employee Relations & Engagement
Build constructive and professional employee relations across the organisation.
Advise management on complex employee relations matters and workplace issues.
Develop initiatives to strengthen employee engagement, communication and retention.
Conduct and analyse employee engagement surveys and translate findings into measurable action plans.
Promote a professional, collaborative and performance-oriented working environment.
7. Learning & Development
Identify organisational and individual capability gaps in partnership with business leaders.
Develop and implement targeted Learning & Development programmes aligned with business priorities.
Build leadership and management capabilities across the organisation.
Establish measurable objectives and ROI/KPIs for major L&D initiatives.
Support career development and internal mobility opportunities for high-performing employees.
8. Organisational Development & Change
Partner with Top Management to design and implement Organisational Development (OD) initiatives.
Support organisational restructuring, role design, job evaluation and reporting-line optimisation where required.
Lead HR aspects of organisational change and transformation programmes.
Strengthen succession planning and identify critical roles and potential successors.
Support the development of a sustainable leadership pipeline.
9. HR Digitalisation & Analytics
Drive digital HR initiatives aimed at improving employee connectivity, efficiency and management information.
Promote effective utilisation and continuous improvement of HRIS and other HR technology platforms.
Develop meaningful HR dashboards and management reporting.
Use HR analytics to identify workforce trends, risks and opportunities and support data-driven decision-making.
10. Employer Branding
Develop and drive employer-branding initiatives in collaboration with internal and external stakeholders.
Strengthen TORQ's positioning as an employer of choice within relevant talent markets.
Support recruitment marketing, university relationships, professional networks and other talent-branding initiatives.
Ensure consistency between TORQ's external employer proposition and the internal employee experience.
11. Compliance & Governance
Ensure compliance with applicable Indian labour and employment laws, statutory requirements and internal company policies.
Maintain appropriate HR governance, documentation and controls.
Identify potential employment-related risks and proactively advise management.
Coordinate with legal advisors, payroll providers, auditors and other external stakeholders where required.
12. Diversity, Equity & Inclusion
Develop and spearhead meaningful Diversity, Equity & Inclusion initiatives aligned with TORQ's organisational values and business objectives.
Promote fair and merit-based recruitment, development, promotion and reward practices.
Establish measurable DEI objectives rather than purely activity-based programmes.
13. HR Team Leadership
Lead, manage, develop and motivate the India HR team.
Establish clear responsibilities, objectives and performance expectations across the HR function.
Develop the capabilities of HR team members and ensure strong business partnering across the organisation.
Build an HR function recognised for responsiveness, professionalism, commercial awareness and execution.
Ensure HR initiatives deliver planned and measurable outcomes.
Key Success Measures
Success in this position will be measured through:
Quality and timeliness of recruitment.
Employee retention and regrettable attrition.
Performance management effectiveness.
Employee engagement levels.
Workforce productivity and personnel-cost management.
Leadership and succession pipeline development.
Payroll accuracy and HR operational efficiency.
HR compliance and risk management.
Effectiveness and ROI of L&D initiatives.
HR digitalisation and process improvements.
Development and performance of the India HR team.
Progress towards establishing a high-performance, accountable and merit-based organisational culture.
Requirements
Candidate Profile
The successful candidate should be a commercially minded and execution-oriented HR leader who can operate effectively at both strategic and operational levels.
The individual should demonstrate:
8 or 10 years minimum of senior, hands-on HR leadership experience.
MBA in HR from a top tier 1 institute in India.
Strong business partnering experience with CEOs, Directors and senior management.