Assistant Manager - HR

1. Talent Acquisition:

• Developing and implementing effective sourcing strategies to attract potential candidates by utilizing,variousrecruitment channels, including job boards, social media, and networking.

• Managing the entire recruitment lifecycle, from job posting, offer extension to Onboarding.

• Ensuring a positive and seamless candidate experience throughout the hiring process.

• Maintaining clear and consistent communication & engagement with candidates (pre & Post joining)

• Building and maintaining relationships with potential talent.

• Tracking and analyzing key recruitment metrics, such as time-to-fill and cost-per-hire and sharing itwith keystakeholders and leadership

• Using data to improve recruitment processes and strategies

• Working closely with hiring managers to understand their staffing needs

• Providing guidance and support throughout the recruitment process

• Promoting the organization's employer brand to attract top talent

2. HR Business Partnering:

• Act as a strategic HR partner to business, aligning HR initiatives with business goals. Provide

• proactive HR guidanceand counsel to business leaders on people-related matters

• Provide guidance and support to managers on HR Policies, performance management, disciplinaryactions, andconflict resolution

• Support talent development initiatives, including performance management, succession planning,Competency

• Mapping, Talent Mapping and career progression

• Partner with managers to identify talent gaps and develop strategies to address them

• Facilitate the performance review process and provide guidance on performance improvement plans

• Support organizational change initiatives like restructuring

• Promote a positive and inclusive work environment

• Drive initiatives to enhance employee engagement and morale

• Analyze HR data and metrics to identify trends and areas for improvement

• Ensure consistent application of HR policies and procedures

• Stay up to date on changes in HR regulations

3. Employee Relations:

• Provide guidance and support to managers on employee relations matters, including performancemanagement,disciplinary actions, and conflict resolution

• Mediate and resolve workplace conflicts, promoting effective communication and collaboration

• Interpret and apply company policies and procedures, providing guidance to employees andmanagers

• Maintain accurate and confidential employee relations records

• Prepare reports and presentations on employee relations activities and outcomes

4. Talent Management:

• Oversee the annual (PMS) goal-setting process, ensuring alignment with strategic businessobjectives

• Manage and facilitate the Annual Operating Plan (AOP) and quarterly review process, providingguidance andsupport to managers and employees

• Ensure effective tracking and reporting of performance management data

• Design, develop, and implement end-to-end learning and development programs to enhanceemployee skills andcapabilities

• Identify training needs and develop training materials and resources

• Evaluate the effectiveness of L&D programs and make recommendations for improvement

• Compliance Trainings - ensure 100% coverage of Code of Conduct (COC), Prevention of Sexual

• Harassment (POSH),and Anti-Corruption and Bribery (ACAB) training sessions

• Design and develop a comprehensive talent management philosophy aligned with organizationalvalues and goals