Assistant Manager

Role Overview

As Assistant Manager HR at Raintree Family Office, you will play a key role in managing the end-to-end employee life cycle across entities. The role focuses on Talent Acquisition, Learning & Development, Performance Management, Statutory Compliances, HR Operations, and Organizational Development. You will collaborate with department heads and management teams to ensure HR strategies effectively support Raintrees mission, values, and organizational goals.

Key Responsibilities

1. Talent Acquisition, Onboarding & Induction

• Lead end-to-end recruitment efforts, including job postings, sourcing, screening, interviewing, salary negotiation, and offer issuance.
• Design and implement innovative hiring strategies to attract and retain top talent, with a strong focus on diversity and inclusion.
• Manage and evaluate recruitment partners and vendor contracts, ensuring compliance and timely renewals.
• Maintain accurate position, hiring, and candidate trackers for MIS and reporting.
• Collaborate with internal stakeholders to ensure timely closure of vacancies and a positive candidate experience.
• Deliver a seamless onboarding experience for new hires, ensuring effective integration into the organization.
• Plan and execute induction programs tailored to specific roles and entities, keeping induction materials updated with current organizational and business information.

2. Learning & Development

• Conduct training needs assessments (TNA) in partnership with business and function heads to identify skill and competency gaps.
• Design, coordinate, and implement learning programs covering technical, functional, and behavioral competencies.
• Manage external training partners, facilitators, and learning platforms; evaluate training effectiveness through post-program assessments and feedback.
• Support individual development plans (IDPs) and promote a culture of continuous learning across the organization.
• Maintain records and analytics related to learning hours, participation, and outcomes for reporting and planning.

3. Performance Management

• Manage the performance management cycle, including goal setting, mid-year reviews, evaluations, and feedback sessions.
• Partner with department heads to identify development areas and support continuous performance improvement.
• Provide guidance and tools to managers for effective performance discussions and feedback delivery.
• Generate insights from performance data to inform L&D priorities and career development planning.

4. HR Policies & Statutory Compliance

• Implement and review HR policies and procedures, ensuring alignment with business needs and legal/statutory requirements.
• Ensure compliance with all applicable labour laws, statutory filings, and employment regulations across entities.
• Coordinate with finance and legal teams to ensure adherence to payroll compliance, employment contracts, and benefits administration.
• Promote fairness, equity, and inclusivity in the application of all HR practices and decisions.

5. Organizational Development & HR Systems

• Support strategic HR and organizational development initiatives that enhance culture, structure, and efficiency.
• Drive HR automation and digital initiatives, including HRIS, payroll systems, and employee data management tools.
• Collaborate with stakeholders to design interventions that strengthen organizational capability and employee experience.

6. Organization Structure & Data Management

• Maintain up-to-date organization charts, headcount data, and employee master records across all entities.
• Ensure HR data accuracy and maintain a secure repository for employee records, policies, and MIS reports.
• Generate periodic HR dashboards and analytics to support decision-making and audits.

7. Employee Retention & Exit Management

• Manage the exit process, ensuring all formalities, handovers, and clearances are completed smoothly.
• Conduct exit interviews to gather insights and identify key retention themes.
• Maintain exit-related MIS and analytics to support workforce planning and continuous improvement.

Qualifications & Skills

• Postgraduate degree in Human Resources or Business Administration (preferred).
• 4-6 years of progressive experience in HR generalist or HR operations roles.
• Sound knowledge of labour laws, HR processes, and compliance frameworks.
• Strong analytical, interpersonal, and communication skills.
• High level of integrity, confidentiality, and ownership.