Assistant Manager

Role & responsibilities

Recruitment & Talent Acquisition

Manage end-to-end recruitment, including sourcing, screening, interviewing, onboarding, and vendor management for staffing agencies.

Ensure timely fulfillment of manpower needs and oversee the entire TA process, including lateral hiring.

Maintain a talent pipeline, employer branding, and recruitment analytics for data-driven decisions.

Prepare weekly progress dashboards to track hiring metrics (time-to-fill, source efficiency, etc.).

1. Employee Engagement & Retention

Plan, budget, and manage engagement programs, events, branch visits to strengthen employee relationships.

Conduct skip-level meetings, surveys, and feedback sessions to address concerns and improve satisfaction. Conduct employee surveys, feedback sessions, and grievance redressal mechanisms.

Enhance onboarding/offboarding experiences by refining processes and implementing best practices.

Analyze attrition trends and design retention strategies to reduce turnover.

1. Performance Management

Design & implement KRAs/KPIs for role clarity and measurable performance tracking.

Facilitate timely appraisals, feedback, and Performance Improvement Plans (PIPs) for underperformers.

Maintain performance records and analyze trends to align talent strategies with business goals.

Support succession planning and identify training needs to bridge performance gaps.

1. Training & Development

Identify skill gaps through performance reviews, feedback, and business needs.

Design & execute role-specific programs (workshops/e-learning/coaching), including mandatory POSH training and handling the end-to-end POSH process.

Manage L&D initiatives: onboarding, leadership development, and compliance sessions.

Track participation (LMS), evaluate effectiveness, and measure ROI.

Drive career growth through learning paths, certifications, and succession planning.

Foster a learning culture via knowledge-sharing platforms and recognition programs.

1. HR Operations & Compliance

Manage employee lifecycle from onboarding (documentation, induction) to exits (F&F, interviews).

Maintain accurate records (contracts, performance files) and digitize HR documentation.

Process payroll inputs (attendance, leaves) and ensure tax/statutory compliance (PF, ESIC, PT).

Oversee attendance/leave systems, resolving discrepancies per policies.

Ensure labor law adherence (Gratuity, Bonus Act) with timely filings and audit-ready registers.

1. HR Analytics & Reporting

Collect and manage employee lifecycle data (attendance, performance, attrition) via HRMS, ensuring accuracy.

Develop real-time dashboards tracking KPIs (headcount, attrition, hiring metrics, training ROI).

Analyze trends in recruitment, performance, attrition, and compensation to drive data-backed decisions.

Generate compliance reports (PF, ESIC) and audit documentation.

Provide predictive insights for workforce planning, policy design, and retention strategies.

1. HR Policies & Process Improvement

Assist in revising HR policies and ensuring smooth implementation.

Identify automation opportunities to enhance HR process efficiency.

1. Team Handling & Reporting

Mentor and guide junior HR team members and interns.

Generate regular HR MIS reports and dashboards for leadership.

Participate in HR audits and internal reviews.

Preferred candidate profile

Education: Any Graduation (MBA in HR Preferred) Experience: 4-6 years in HR, including recruitment, L&D, and HR operations Technical Skills: HRMS & data analytics BehaExcellent Communication, problem-solving, stakeholder management Certificationsvioral Skills: : POSH/HR analytics/TA/L&D certifications (preferred) Compliance: Knowledge of labor laws (PF, ESIC, Gratuity)