Assistant Manager

Experience

Work timings:

Position Requirements:

• Minimum 5 years of proven experience working as an HR Business Partner

• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and respective employment laws.

• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.

• Raise new and backfill job requisitions and work closely with stakeholders on JD creation, budget and title identification.

• Conduct RACI meetings with Functional Managers and Line Managers.

• Work closely with various teams to resolve hiring bottlenecks and provide inputs on talent acquisition strategy.

• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.

• Excellent time management skills with a proven ability to meet deadlines.

• Strong analytical and problem-solving skills.

• Proficient with Microsoft Office Suite or related software.

• Excellent verbal and written communication skills.

• Excellent interpersonal skills.

• Excellent organizational skills and attention to detail

Role & Responsibilities:

• Collaborate with Engineering leadership to understand business goals and challenges.

• Conduct weekly meetings with respective business units and consult with line management, providing HR guidance when appropriate.

• Analyse trends and metrics in partnership with the HR group to develop solutions, programs and policies.

• Manage and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.

• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.

• Provide day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions).

• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

• Provides HR policy guidance and interpretation.

• Provides guidance and input on business unit restructures, workforce planning and succession planning.

• Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of a business.

• Educate, coach, and partner with managers on performance management and employee development goals.

• Identify training needs for business units and individual executive coaching needs.

• Participate in the continual development of HR programs, such as recruiting, retention, compensation, benefits, and Learning & Development.

• Collaborate with the HR team to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results.

• Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction.

• Analyse and interpret various types of employee reports (e.g., compensation, job levels, and attrition) to guide decision making and provide proactive solutions to their client group.

• Partner with stakeholders to work on value-added programs in areas of training, development, career mobility, and job performance.

• Performs other related duties as assigned