Manager/Dy Manager - HR

Roles and Responsibilities

HR Deputy Manager /Manager Roles & Responsibilities

1. Recruitment & Talent Acquisition

• Assist in manpower planning in coordination with department heads.
  
• Manage end-to-end recruitment process: sourcing, screening, interviewing, and onboarding.
  
• Develop and maintain vendor/consultant relationships for talent hiring.
  
• Ensure diversity and inclusion in hiring practices.
  

2. Employee Relations & Engagement

• Act as a point of contact for employee grievances and conflict resolution.
  
• Conduct employee engagement activities, team-building events, and welfare programs.
  
• Monitor employee satisfaction and recommend initiatives for improvement.
  
• Maintain discipline and ensure compliance with company policies.
  

3. HR Operations & Compliance

• Supervise payroll processing, attendance, leave management, and statutory compliances (PF, ESI, gratuity, etc.).
  
• Support audits and ensure compliance with labor laws, HR policies, and company standards.
  
• Maintain accurate employee records and HR databases (HRMS).
  
• Draft HR policies, procedures, and guidelines in consultation with senior management.
  

4. Performance Management

• Coordinate the performance appraisal process and assist managers in evaluating employees.
  
• Identify training needs through performance reviews.
  
• Track employee development and succession planning.
  

5. Learning & Development

• Organize training programs, workshops, and skill-development initiatives.
  
• Collaborate with external training agencies and institutes when required.
  
• Support career development planning and mentoring programs.
  

6. Strategic HR Support

• Assist the HR Head/Manager in implementing HR strategies aligned with business goals.
  
• Analyze HR metrics (attrition, absenteeism, recruitment turnaround time) and prepare reports.
  
• Contribute to workforce planning, budgeting, and policy decisions.
  

7. Leadership & Team Management

• Supervise junior HR staff and provide guidance.
  
• Foster a positive and productive work culture.
  
• Act as a bridge between employees and senior management.