The Deputy Manager – HR will be responsible for managing and coordinating various HR functions across the organization, ensuring effective employee lifecycle management, statutory compliance, employee engagement, performance management, HR operations, and implementation of HR policies and procedures.
The role requires close coordination with Branches, Regional Offices, Department Heads and Management to ensure smooth and efficient HR operations while maintaining compliance with applicable labour laws and organizational policies.
1. HR Operations & Employee Lifecycle Management
- Manage day-to-day HR operations and provide HR support to branches, regional offices and Head Office.
- Handle the complete employee lifecycle from joining to separation.
- Coordinate recruitment, selection, offer issuance, onboarding, transfers, promotions, confirmations and separations.
- Maintain accurate and up-to-date employee records and HR documentation.
- Ensure timely issuance of appointment letters, confirmation letters, transfer orders, promotion letters, relieving letters and experience certificates.
- Monitor employee attendance, leave, probation and other HR-related records.
- Ensure effective implementation and utilization of the organization's HRMS.
2. Recruitment & Talent Acquisition
- Coordinate recruitment activities for Head Office, branches and other business locations.
- Understand manpower requirements from various departments and obtain necessary approvals.
- Source candidates through job portals, recruitment agencies, employee referrals and other channels.
- Screen applications and conduct preliminary interviews.
- Coordinate interview schedules with concerned department heads.
- Prepare and process offer letters and appointment documentation.
- Maintain recruitment records and monitor the status of open positions.
- Support manpower planning and recruitment budgeting.
3. Payroll & HRMS Administration
- Coordinate monthly payroll processing with the Accounts/Finance Department.
- Verify attendance, leave, salary revisions, incentives, deductions and other payroll inputs.
- Ensure accuracy of employee salary-related data in the HRMS.
- Coordinate resolution of payroll discrepancies and employee salary-related queries.
- Maintain payroll-related records and reports.
- Coordinate statutory deductions and payroll compliance requirements.
4. Statutory Compliance
- Ensure compliance with applicable labour and employment laws and regulations.
- Coordinate statutory compliances relating to EPF, ESI, Professional Tax, Labour Welfare Fund and other applicable statutory requirements.
- Monitor statutory payment and filing deadlines.
- Maintain records and documentation required for statutory inspections and audits.
- Coordinate with government departments, labour authorities and statutory consultants whenever required.
- Keep management informed about important changes in labour laws and compliance requirements.
5. Employee Relations & Grievance Handling
- Address employee grievances and workplace concerns in a fair and timely manner.
- Maintain effective communication between employees and management.
- Assist in resolving employee relations issues.
- Conduct counselling and disciplinary discussions where required.
- Maintain confidentiality of sensitive employee and disciplinary matters.
- Support management in maintaining a positive and professional work environment.
6. Performance Management
- Coordinate the organization's performance appraisal process.
- Monitor probationary employee evaluations and confirmation processes.
- Assist department heads in setting KRAs and KPIs.
- Track performance review schedules and documentation.
- Coordinate Performance Improvement Plans (PIPs) wherever required.
- Prepare performance-related reports for management review.
7. Disciplinary & Employee Conduct Matters
- Assist in handling employee misconduct, policy violations, negligence and other disciplinary matters.
- Prepare and issue show-cause notices, warning letters and other disciplinary communications as authorized.
- Coordinate domestic enquiries and disciplinary proceedings where applicable.
- Maintain proper documentation of disciplinary cases.
- Ensure disciplinary actions are implemented in accordance with company policies and applicable law.
- Coordinate with management and legal advisors on sensitive employee relations matters.
8. Branch HR Management
- Provide HR support to branches and field offices.
- Monitor branch-level manpower requirements, attendance, attrition and employee issues.
- Coordinate employee transfers, replacements and manpower deployment.
- Conduct periodic HR visits to branches whenever required.
- Ensure branches follow HR policies, procedures and documentation requirements.
- Act as a link between branch employees and the Corporate/Head Office HR Department.
9. HR Policies & Process Improvement
- Assist in developing, reviewing and implementing HR policies and procedures.
- Ensure consistent implementation of HR policies across branches and departments.
- Identify gaps in existing HR processes and recommend improvements.
- Assist in preparing HR circulars, notices, SOPs, forms and internal communications.
- Support digitization and automation of HR processes.
10. Training & Employee Development
- Identify training and development requirements in coordination with department heads.
- Coordinate induction and orientation programs for new employees.
- Organize internal and external training programs.
- Maintain training records and evaluate training effectiveness.
- Support employee development and career progression initiatives.
11. Employee Engagement & Welfare
- Support employee engagement and welfare initiatives.
- Coordinate employee welfare activities and internal events.
- Assist in maintaining employee morale and organizational culture.
- Collect employee feedback and communicate relevant issues to management.
- Support initiatives aimed at improving employee retention and satisfaction.
12. HR MIS & Reporting
- Prepare regular HR reports and management dashboards.
- Monitor and report on:
- Headcount
- Recruitment status
- Employee turnover/attrition
- Absenteeism
- Attendance
- Leave
- Employee costs
- Training
- Performance
- Disciplinary cases
- Statutory compliance
- Provide HR data and analysis to management for decision-making.
- Maintain accurate HR records and databases.
13. Separation & Full & Final Settlement
- Coordinate employee resignation and separation procedures.
- Ensure completion of exit formalities and handover of responsibilities.
- Coordinate exit interviews wherever applicable.
- Ensure recovery of company assets, documents and dues.
- Coordinate Full & Final Settlement with Accounts/Finance.
- Process relieving and experience certificates as per company policy.
- Maintain proper records of separated employees.
Pay: ₹25,000.00 - ₹35,000.00 per month
Work Location: In person
