JLL empowers you to shape a brighter way. Our people at JLL are shaping the future of real estate for a better world by combining world class services, advisory and technology for our clients. We are committed to hiring the best, most talented people and empowering them to thrive, grow meaningful careers and to find a place where they belong. Whether you’ve got deep experience in commercial real estate, skilled trades or technology, or you’re looking to apply your relevant experience to a new industry, join our team as we help shape a brighter way forward. About JLL Global Business Services(JBS)JLL's Global Shared Services (JBS) organization operates across five strategic delivery centres — India, Manila, Dalian, Warsaw and Costa Rica — supporting JLL's business lines and corporate functions worldwide. JLL combines process excellence, technology leverage and deep functional expertise to deliver consistent, high-quality outcomes at scale. People are the engine of this model: recruiting, developing and retaining the right talent across every centre is what makes JBS work.Role OverviewThe HR Consultant Lead is the people manager and leader of the HR Consultant execution pool. This role is responsible for the day-to-day functioning of the pool, the development and performance of its people, and the continuous improvement of how the team operates.The Team Lead is a player-coach people manager: coaching and developing consultants, managing performance, and creating an environment where the team can do its best work, besides delivering on their individual scope of work across the HR Consultant scope. Beyond people management, they act as the operational hub of the pool — triaging and assigning incoming work, handling escalations, and ensuring the team is always focused on the right priorities. They identify friction points and drive improvements that make the pool faster, more consistent, and more effective at scale.Core AccountabilitiesPeople Management Directly manages all HR Consultants in the pool — responsible for their performance, development and engagementSets clear expectations, provides regular feedback, and conducts performance reviews in line with the annual cycleIdentifies development needs and builds individual growth plans that strengthen capability across the pool over timeCoaches consultants through challenging assignments, stakeholder situations, and complex casesCreates a psychologically safe, high-performance team culture where consultants are motivated, accountable, and continuously improvingManages headcount planning, on-boarding of new consultants, and any performance management processesTriage, Assignment & Workload ManagementActs as the first point of intake for work requests coming into the pool from HRBPs and the businessTriage's incoming demand — assesses complexity, urgency, and skill requirements to assign the right consultant to each workstreamMaintains visibility of team capacity and workload across the pool at all times, redistributing work as priorities shiftManages the team sprint cadence — runs planning, check-ins, and retrospectives to keep work on trackFlags capacity constraints or demand surges to HRBP leadership early, with data to support resourcing decisionsHR Program ExecutionPartner with HRBPs and COEs on HR program creation and executionKey driver of program activation through the Consultant pool for all HR cyclical programs including year-end performance and rewards process, talent review processes, people engagement survey, etc.Escalation HandlingServes as the first escalation point for consultants encountering issues beyond their scope — complex ER cases, ambiguous policy situations, or difficult stakeholder dynamicsResolves escalations where possible, applying sound judgement and HR expertise to guide the team to the right outcomeDetermines when matters require escalation to the HRBP or specialist team, and manages that handoff cleanlyMaintains situational awareness across all active cases and workstreams so escalations do not come as surprisesSupport Organization Strategy & DesignSupport implementation of organization design changesGuide managers on redundancy conversations and support executionRewards & Compensation AdministrationAdministers the annual compensation cycle within established guidelines for defined in scope Manager populations in partnership with the HR ConsultantsManages cyclical promotion cycles and advises on off-cycle compensation adjustmentsEmployee Engagement & Culture ProgramsSupports rollout of engagement survey cycles — communications, logistics, results distribution and action planningHelps in scope managers interpret team-level results and build action plans using standard toolkitsCoordinates recognition and cultural programs as relevantEmployee Relations & Risk ManagementInvestigates and resolves escalated individual employee and manager issues, including disciplinary and performance management casesApplies consistent, policy-aligned approaches; escalates complex or sensitive cases to the HR Business PartnerMaintains accurate case documentation and tracks resolution status for escalated casesCoaching ManagersCoaches managers on exceptional situations requiring HR support beyond policy interpretationEscalates strategic, systemic, or executive-level matters to the HR Business PartnerOperating Model ImprovementOwns the quality and consistency of how the pool operates — process templates, playbooks, tools, and ways of workingIdentifies friction, inconsistency, or inefficiency in how work gets executed and leads improvementsBuilds and maintains a library of reusable resources — guidance documents, templates, checklists — that enable consultants to work faster and to a higher standardTracks team performance data — delivery metrics, ER case volumes, program completion rates — and uses insights to improve how the pool worksShares execution intelligence with the broader HR community; feeds ground-level insights back to HRBPs to improve program designQuality AssuranceReviews consultant output on higher-stakes workstreams before delivery to ensure accuracy, quality, and policy alignmentMaintains consistent standards across the team — especially important in a pool model where multiple consultants may work on the same program typeEnsures case documentation, data records, and program administration are accurate and audit-ready at all timesWhat We're Looking ForExperience12+ years of progressive relative HR experience, with at least 4 years in a managerial capacityDemonstrated people management experience — has directly managed, coached, and developed HR professionalsStrong operational HR background — deep familiarity with the full annual rhythm of business programs (performance, compensation, talent review, ER)Significant experience in a Global Shared services or BPOTrack record of improving processes and ways of working, not just executing themExperience of managing a global team and familiarity with labor landscape across major global locations including India, Philippines, China, Poland and Costa Rica. Experience in leading critical programs aligned with the employee lifecycle.Expertise in leading large scale global projects.Expertise in driving transformational programs including change management.Experience leading HR through significant change — restructuring, rapid scaling, technology transformation or location strategy shifts.Skills & AttributesExceptional people manager — genuinely invested in the growth and performance of their teamOperationally excellent — brings structure, clarity, and discipline to how work gets planned, assigned, and trackedSound HR judgment — experienced enough to guide consultants through complex situations and handle escalations with confidenceClear communicator — translates HRBP priorities into actionable direction for the team; surfaces execution intelligence back upContinuous improvement mindset — not satisfied with good enough; always looking to make the model work betterCalm under pressure — manages competing priorities, surge demand, and team challenges without losing composureCollaborative — works as a peer to Strategic HRBPs; the relationship is complementary, not hierarchicalTechnology savvy professional who champions change and adoption of latest smart tools and technologiesQualificationsMasters degree in Human Resources, Business Administration, or related fieldSHRM-CP/SCP, PHR/SPHR, or equivalent professional certification preferredFamiliarity with HRIS platforms (e.g., Workday) and project management or workflow toolsLocation: On-site –Gurugram, HRScheduled Weekly Hours:40If this job description resonates with you, we encourage you to apply even if you don’t meet all of the requirements. We’re interested in getting to know you and what you bring to the table!At JLL, we harness the power of artificial intelligence (AI) to efficiently accelerate meaningful connections between candidates and opportunities. Using AI capabilities, we analyze your application for relevant skills, experiences, and qualifications to generate valuable insights about how your unique profile aligns with the specific requirements of the role you're pursuing.JLL Privacy NoticeJones Lang LaSalle (JLL), together with its subsidiaries and affiliates, is a leading global provider of real estate and investment management services. We take our responsibility to protect the personal information provided to us seriously. Generally the personal information we collect from you are for the purposes of processing in connection with JLL’s recruitment process. We endeavour to keep your personal information secure with appropriate level of security and keep for as long as we need it for legitimate business or legal reasons. We will then delete it safely and securely.For more information about how JLL processes your personal data, please view our Candidate Privacy Statement.For additional details please see our career site pages for each country.Jones Lang LaSalle (“JLL”) is an Equal Opportunity Employer and is committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process – including the online application and/or overall selection process – you may email us at HRSCLeaves@jll.com. This email is only to request an accommodation. Please direct any other general recruiting inquiries to our Contact Us page > I want to work for JLL.