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Sr/Manager-Human Resources & OD

  • Company

    India Health Action Trust (ihat)

  • Location

    Delhi

  • Employment Type

    Full-Time

  • Functional Category

    Human Resources & Organisational Development

  • Experience

    7 - 8 years

  • Date Posted

    16-Feb-2026

About India Health Action Trust (ihat)

IHAT was instituted in 2003 as a Charitable Trust under the Indian Trust Act, 1882 and is registered with the Ministry of Home Affairs under the Foreign Contribution (Regulation) Act,1976, under section 12A(a) of the Income Tax Act, 1961 and with the Ministry of Corporate Affairs under the Companies (Corporate Social Responsibility Policy) Amendment Rules 2021.

Overview of the Role

The Sr/Manager-Human Resources & OD will provide strategic and operational leadership in strengthening HR systems to effectively support programme implementation. The Sr/Manager will work closely with senior leadership, programme teams, and functional units to ensure that human resource strategies align with organizational priorities and donor requirements. The Sr/Manager will lead and oversee end-to-end HR functions including workforce planning, talent acquisition, onboarding, performance management, employee engagement, learning and development, compensation and benefits administration, statutory compliance, and HR operations. S(he) will ensure that HR policies, systems, and processes are robust, compliant, and responsive to the needs of a dynamic public health environment.

Job Description

Organizational Development and Culture
• Lead strategic OD initiatives that align people, processes, and structures with IHAT’s mission and evolving program needs.
• Drive a high-performance and learning culture by embedding IHAT’s core values into organizational practices and employee behaviours.
• Design and implement a robust succession planning framework to ensure leadership continuity and strengthen internal talent pipelines.
• Spearhead structured change management efforts to support organizational transitions, ensuring staff engagement and minimal disruption.
• Promote diversity, equity, and inclusion by integrating DEI principles into leadership development, team dynamics, and organizational policies.

HR Compliance, Governance & Policy Frameworks
• Collaborate with the HR Team members to ensure HR policies, employee contracts, and disciplinary frameworks comply with legal requirements.
• Conduct regular compliance audits and legal reviews to ensure alignment with labor laws and mitigate organizational risk.
• Provide oversight on employee relations matters and support fair policy enforcement..
• Implement and communicate HR policies across the organization.
• Optimise the use of HRIS in planning and decision making related to human resources function.

Human Resource Planning & Recruitment
• Develop and implement workforce planning strategies in alignment with organizational goals
• Support talent acquisition, ensuring timely and effective hiring processes (full cycle).
• Collaborate with leadership teams to assess staffing needs and recruitment priorities.

HR Analytics & Data-Driven Decision Making.
• Track key HR metrics (recruitment efficiency, engagement, retention, training effectiveness) to guide workforce planning.
• Utilize HR data for policy improvements and strategic decision making.
• Lead the implementation, customization, and optimization of the HRIS to streamline HR operations and improve data accuracy across the organization.
• Ensure the HRIS is effectively integrated with payroll, performance management, recruitment, and learning systems.
• Generate dashboards and analytics to support strategic HR decision-making and workforce planning.

Gender, Inclusion & Safeguarding
• Promote gender quality and inclusion across HR policies, recruitment, and organizational practices.
• Monitor and report progress related to gender mainstreaming and inclusion using HR analytics and data insights.
• Conduct regular training on workplace conduct, harassment prevention, and gender sensitivity.
• Uphold safeguarding and PSHEA commitments, ensuring a safe and respectful work environment.
• Implement and manage grievance redressal mechanisms, whistle-blower protection, and anti-discrimination initiatives to reinforce a culture of integrity and accountability.

Capacity Building & Employee Development
• Design and implement training programs to promote continuous learning.
• Conduct training needs assessments and support leadership development initiatives.
• Oversee succession planning in collaboration with senior leadership.
Employee Wellness & Engagement
• Develop and integrate wellness initiatives into workplace culture.
• Execute staff engagement initiatives to enhance morale and retention.
• Establish feedback mechanisms and address workplace concerns proactively.

Grievance Handling & Conflict Resolution
• Act as the primary contact for employee grievances, ensuring fair and confidential resolutions.
• Implement best practices for dispute resolution and support leadership in addressing systemic challenges.
• Stakeholder Collaboration & Governance Support, collaborate with leadership teams and external partners to strengthen HR and OD initiatives.
• Support any leadership team meetings by preparing reports, making presentations, documenting minutes, and ensuring timely follow-ups on key action points.

Required & Preferred Qualifications

Skill

• Workforce Planning & Recruitment: Ability to forecast and manage staffing needs.
• Strategic HR Leadership: Ability to develop policies and drive HR initiatives.
• Compliance & Risk Management: Expertise in ensuring regulatory adherence.
• Employee Engagement & Well-being: Strong focus on fostering a positive workplace culture.
• Conflict Resolution & Mediation: Proficiency in handling grievances and disputes.
• HR Analytics & Workforce Planning: Ability to use data to inform decision-making.
• Stakeholder Management: Effective collaboration with internal and external partners.

Education

A Masters’ degree in HR, Organizational Development, Business Administration, or related field.

Experience

• Minimum 7 years of experience in Human Resources, with demonstrated expertise in strategic workforce planning, organizational compliance, • HR policy development, employee engagement, and change management. • Strong knowledge of labor laws, HR analytics, and capacity-building programs. • Proven ability to handle conflict resolution and foster a high-performing, inclusive workplace. • Prior experience with I/NGOs is essential.