Assistant/Deputy Manager - Human Resource

Ideal Candidate for this position:

• Deep understanding of HR processes for managing the Employee Lifecycle
• Strong analytical skills with the ability to make data-driven decisions.
• Strong experience in talent acquisition, employee engagement, and L&D programs.
• Knowledge of wellness program design and implementation.
• Excellent interpersonal and communication skills with the ability to influence and collaborate with stakeholders at all levels.
• Proficiency in HR software (e.g., HRMS, Applicant Tracking Systems) and MS Office Suite.
• Strong understanding of Labour laws, regulations, and HR best practices.
• Proven track record in implementing HR strategies aligned with business objectives.
• Proficiency in MIS reporting.
• Highly organized, flexible, willing to make decisions, able to quickly adapt from one situation to the next
• Ability to manage for results with high degree initiative and speed
• Willing to take additional responsibility as and when required by the management
• Willing to travel

Job Responsibilities:

The Deputy Manager - HR will be responsible for overseeing and implementing key HR functions, focusing on Talent Acquisition, Performance Management, Learning & Development (L&D), Employee Engagement, and Wellness Initiatives. This role requires a strategic thinker with excellent leadership and communication skills who can collaborate across departments to ensure a positive work environment and drive continuous improvement in HR processes.

Key Responsibilities:

Talent Acquisition:

• Manage end-to-end talent acquisition process including sourcing, interviewing, hiring, and

onboarding.

• Collaborate with department heads to understand recruitment needs and develop effective

sourcing strategies.

• Build and maintain a talent pipeline for critical roles, ensuring the organization attracts and

hires top talent.

• Lead employer branding initiatives to position the company as an employer of choice in the

industry.

• Conduct recruitment analytics to measure the effectiveness of hiring strategies and make

data-driven decisions.

Performance Management:

• Oversee the performance management system, ensuring alignment with organizational goals

and objectives.

• Facilitate the annual performance review process, including goal-setting, mid-year reviews,

and year-end evaluations.

• Provide guidance and support to managers and employees on performance-related issues,

ensuring consistency and fairness in the process.

• Collaborate with department heads to identify performance gaps and implement action plans

for improvement.

• Lead performance calibration sessions to ensure equitable assessment across departments

and teams.

• Monitor and track performance metrics to identify trends, inform talent development, and

guide succession planning efforts.

Learning & Development (L&D):

• Identify training needs across the organization through regular consultation with business

leaders and department heads.

• Design and implement Learning & Development programs that cater to individual and

organizational needs.

• Track the effectiveness of L&D programs through feedback, assessments, and performance

metrics.

• Partner with external consultants and vendors to deliver specialized training programs where

necessary.

• Ensure continuous development opportunities for employees across all levels to promote

career growth.

Employee Engagement:

• Develop and implement employee engagement strategies that foster a positive and

collaborative work environment.

• Organize company-wide events, recognition programs, and team-building activities to

enhance employee morale.

• Conduct regular surveys and feedback sessions to assess engagement levels and take

corrective action where necessary.

• Act as a key contact for employee queries and concerns, fostering a culture of openness and

trust.

Wellness Initiatives:

• Design and manage wellness programs to promote physical, mental, and emotional well-

being in the workplace.

• Collaborate with internal stakeholders and external vendors to deliver wellness activities such

as health camps, mental health workshops, and fitness challenges.

• Monitor and assess the impact of wellness programs on employee health and productivity,

and suggest enhancements based on insights and trends.