Deputy Director / Assistant Director / Associate Director – HR

Position Overview

Deputy/Assistant/Associate Director – Human Resources

Key Responsibilities

1. Strategic HR Leadership

• Lead HR planning, policy formulation, and organizational development aligned with university goals.
• Partner with senior leadership to drive people-centric initiatives and institutional transformation.
• Oversee HR governance, audits, and regulatory compliance.

2. Talent Acquisition & Manpower Planning

• Lead the full recruitment lifecycle for faculty and administrative positions.
• Drive manpower budgeting, resource forecasting, and organizational structuring.
• Strengthen talent pipelines through academic networks and digital platforms.

3. HR Operations & HRIS Management

• Oversee employee lifecycle activities including onboarding, documentation, HRIS, attendance, and payroll inputs.
• Improve automation, workflows, and data integrity across HR processes.
• Develop dashboards and analytics for informed decision-making.

4. Performance Management & Capability Building

• Manage the performance appraisal system for faculty and staff.
• Design and deliver training, faculty development, leadership development, and competency-based programs.
• Implement continuous feedback mechanisms.

5. Employee Relations, Wellbeing & Engagement

• Handle employee grievances, disciplinary matters, and conflict resolution with fairness and integrity.
• Champion employee engagement, wellbeing initiatives, and cultural enhancement programs.
• Build trust, transparency, and collaboration across departments.

6. Campus Services & Support Functions

• Coordinate campus accommodation, welfare services, and support requests for faculty and staff.
• Ensure smooth HR coordination across academic and administrative units.

Qualifications & Experience

• MBA/PGDM/MHRM in Human Resource Management or equivalent.

• 10–18 years

  of progressive HR experience; minimum

  5 years in a leadership or managerial HR role

  .
• Exposure to higher education institutions or large service-sector organizations is an advantage.
• Strong command over HR policies, labour laws, compensation, HRIS, and talent management.

Key Skills & Competencies

• Strategic thinking & policy design
• Strong leadership & stakeholder management
• Excellent communication & interpersonal skills
• HR analytics & digital HR systems
• Problem-solving & conflict resolution
• High emotional intelligence, integrity, and professional maturity