General Manager – Human Resources (FOR BANGALORE)

Full Time Human Resource

Website The Landmark Group

The Landmark Group began its journey in 1973 with one store in Bahrain and has grown into one of the largest retail and hospitality conglomerates in the Middle East, Africa and India. Currently the Group operates over 2,200 outlets, encompassing over 30 million square feet across 21 countries.

General Manager – Human Resources (FOR BANGALORE)



The job holder is responsible for providing overall strategic human resource leadership to the organization overseeing the implementation of Human Resources programs through Human Resources staff, Monitor administration to established standards and procedures, Identify opportunities for improvement and resolve any discrepancies pertaining to manpower.

DO — Key Responsibilities 1.
Manpower planning and Budgeting
•Planning and preparing overall organization manpower budgeting as per the business requirement and implementation with 100% alignment to approved budgets and Business plans.
•Preparing and Monitoring overall HR expenses and provisions, engagement activity budgets, CTC budget, travel budgets,
•Reviewing of Sales to Salary Ratio, salary cost ratio, and employee productivity to provide business insights and inputs.
•Budgeting and Reviewing talent acquisition costs and sources 2.

Talent Acquisition
•Ensuring on-time deployment of manpower to meet the end customer requirement as per SLA’s in terms of resource quality , cost and set within timelines.
•Designing detailed recruitment plans and reviewing recruitment status on regular basis as per the business requirement.
•Oversee the recruitment and selection process, including job posting, interviewing, and candidate selection.
•Discuss and agree on course correction as may be needed to ensure manpower quality is as per required standards.
•Ensure relevant and cost effective sources of candidates are available which ensure a steady source of candidates and also benefit the Business in terms of subsidies.
•Collaborate with department heads to ensure the organization has the right talent to meet its staffing needs 3.

Induction, Training & Development
•Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.Identify training needs and develop programs to enhance employees’ skills and knowledge at both outlet and office levels.
•Ensure that the TLDP program continues to produce new talent for our organization and use this program as part of employe ecareer pathing
•Support development of the MDP program and its successful implementation for India
•Foster a culture of continuous learning and development.
•Heading and reviewing the L&D department and ensuring training calendar rolled out as per the schedule.
•Ensuring NSO team creation and training of the New store team as per the policy.
•Ensuring Competency mapping, and career path creation, for all employees
•Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
•Identification of top talent across all departments and creating sucession plan for the organization
•Support the Learning& Development team in the Training needs analysis for the Concept
•Ensure smooth execution of the induction process for the new entrants ( induction training, cubicle allotment, team introduction, joining processes and formalities etc)
•Conduct monthly induction workshops and ensure end-to-end onboarding for new hires
•Distribute Employee Services Handbook to new entrans to familiarize them about the Company, Service Rules & Benefits 4

Employee Engagement & Relations
•Conduct and rolling out the Landmark Employee Satisfaction survey to analyze areas of opportunity and development. Prepare detailed action plan with timelines basis feedback received from the survey
•Ensuring Monthly EE activity rolled out as per the schedule.
•Monitor through various programs the satisfaction levels of employees in the system.
•Ensuring implementaion of an effective grievance-handling system
•Designing and Ensuring succession/ retention plan for talent pool employees.
•Serve as an escalation point for personnel and employee relations issues.
•Attrition percentage to be maintained at less than industry standards
•Manage and resolve complex employee relations issues, promoting a fair and respectful workplace.
•Conduct investigations when necessary and recommend appropriate actions.

Performance Management & Rewards
•Facilitate a time-bound performance management and KPI setting process in the Concept
•Ensure communication and implementation of the performance management system to enable enforcement of the same across the Concept
•Create a culture of setting goal, timely review and feedback among the senior employees and head of functions within the Concept via relevant workshops
•Ensure objective administration of the performance appraisal process and accuracy in feedback collation
•Ensure tracking of performance management and present reports on a regular basis to the management
•Recommend employees for promotion in a particular year by identifying high performers and high potential employees based on the performance management system outcomes.
•Support the corporate Rewards & Policy Manager in increment planning, incentive allocation and policy review for the Concept.
•Execute on-time disbursement of increments and incentive for the employees in the Concept.
•Design and execute Store incentive scheme for the Business with due approvals from relevant stakeholders

Business Context
•Support business initiatives to develop a performance driven, customer-oriented culture with State-wise labor law releated implications being considered and constantly monitored.
•Find out the irritants which are causing non – performance, it could be issues with the supervisor, infrastructure support, pay package, no delegation of work etc
•Partner with the business to drive important HR initiatives
•Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment
•Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company 7.

People & Policy Management
•People & PMS, Process Improvements.
•Prepare & present performance-related report periodically.
•Review and update the current process of recruitment, compensation and benefits, administration, and security.
•Ensuring and rolling out PMS as per the schedule and compliance adhered in the respective regions.
•Ensuring the highest levels of integrity and adherence to policies as per group directives within the team.

Compensation & Benefits
•Administer 100% on time, accurate payroll and salary disbursement as per the timeline.
•Reviewing and ensuring internal HRMS Systems, RAMCO and biometric Attendance are maintained and updated as per the policy.
•Ensure complete adherence to statutory compliance.
•Ensuring minimum deviation in salary fitment v/s budget and maintaining internal parity.
•Ensuring on-time F&F settlement, Internal SOP adherence, leave management, relocation & transfer benefits as per the policy.
•Designing, updating, and rolling out policies related to human resources, incentives etc.

Strategic HR Role
•Provide overall strategic human resource leadership to the organization.
•Developing systems and processes within the organization that address the strategic needs of the business.
•Oversee the development and implementation of human resource policies, programs and services, including employee relations; employment practices; compensation and benefits; recruitment and orientation; training and development; retention; legal compliance and procedures; and employee communications.
•Engages in the strategic plan process by supporting the execution of business unit strategies and plans through the implementation of HR strategies and solutions that support short and long-term business objectives.
•The incumbent selects, develops, evaluates and leads a department of professionals with a goal of earning a high level of credibility as an effective and responsive resource in the organization.
•He/she strives to foster a workplace environment consistent with the values and mission outlined by senior management.
•Strategic Planning: Assists in the development and implementation of an effective recruitment program. Implements focused recruiting plans to discover potential employee pools and recommends hiring policy and procedures that will assure the best results in the hiring process. Maintains a diversity hiring action plan. Explores ways to tap into diverse applicant pools 10

Culture Champion
•Be a change agent and culture custodian by creating and promoting a culture in LLI aligned with the Landmark Group values of Listen, Empower, Adapt , Deliver with Integrity.



MBA specializing in HR or a PG Diploma in HR

15 -16 years and above experience in the HR function with the last 5 years leading the function/ region.

•Advanced knowledge of HR processes/policies (Management Development initiatives/ administration,Recruitment/ Expatriate Recruitment tools & Competency Based Hiring,Compensation modeling,Performance Management Systems and Models )
•Awareness of the local labour law and legal compliance- All India
•Teamwork & collaboration
•Communication & Networking skills
•Planning and Organising skills
•Business acumen

Primary Location: AE-AE-Dubai Emirates
Work location/ موقع العمل: Al Quoz – Dubai Al Quoz, , Dubai34426 Dubai 34426
Job: Landmark Hospitality HR
Organization: Landmark Leisure UAE
Schedule label /الجدول الزمني: Regular
Shift: Standard
Job Type: Full-time
Day Job
Job Posting/نشر تسمية الوظيفة: Jan 31, 2024, 5:08:01 AM

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