Assistant Manager – HR
Job Title
Assistant Manager – HR-TA
Department
Human Resources
Reports To
Head – HR
Location
Bhopal
Employment Type
Full-Time, Permanent
Experience Required
5–7 Years
Position Overview
The Assistant Manager – HR will act as a strategic and hands-on partner to Head HR, with primary ownership of Talent Acquisition — driving end-to-end recruitment strategy, sourcing, and hiring quality across the organization — alongside Succession Planning, Legal & Statutory Compliance, and Learning & Development. The incumbent will build people processes that support business growth, ensure a compliant and positive workplace, and develop organizational capability and leadership bench strength.
Key Responsibilities
Talent Acquisition & Recruitment Strategy
- Own end-to-end talent acquisition for the organization, acting as the primary driver of hiring strategy, execution, and quality of hire across all levels and functions.
- Define role requirements, job descriptions, and competency/skill profiles in collaboration with hiring managers.
- Build and continuously refine the recruitment strategy — build vs. buy, lateral vs. campus, contract vs. permanent — based on role criticality and market availability.
- Forecast hiring needs against attrition trends, business growth, and seasonal/plant workforce requirements.
- Drive role-based/skill-based hiring — define competency and skill benchmarks for each role and assess candidates against specific job requirements rather than pedigree alone.
- Design succession planning frameworks for critical/leadership roles; identify and develop high-potential talent through talent reviews.
Sourcing, Selection & Offer Management
- Build and manage multi-channel sourcing: job portals, LinkedIn and social/professional networks, recruitment consultants/RPO partners, campus placements, employee referral programs, and walk-ins for plant/blue-collar hiring.
- Develop and maintain a talent pipeline and pool for critical, niche, and recurring roles to reduce time-to-fill.
- Negotiate and manage relationships with recruitment agencies and consultants, including empanelment, and SLA/performance tracking.
- Drive campus engagement and o-to-hire programs where applicable.
- Screen, shortlist, and coordinate interview panels; conduct HR/behavioural interviews and support technical/functional evaluation with hiring managers.
- Manage assessment tools, reference checks, and background verification processes.
- Own salary benchmarking, compensation structuring, and offer negotiation to ensure competitive, equitable offers.
- Ensure a strong candidate experience through timely communication, structured interview processes, and professional offer/rejection handling.
Employer Branding, Onboarding & Recruitment Governance
- Strengthen employer branding through careers page content, social media presence, and participation in job fairs/industry forums.
- Design and drive structured onboarding, induction, and buddy programs to ensure smooth new-hire integration and early engagement.
- Own the joining formalities process — documentation, background checks, pre-boarding communication, and first-90-days experience.
- Track and report recruitment metrics: time-to-fill, cost-per-hire, source effectiveness, offer-to-joining ratio, panel effectiveness, and early attrition of new joiners.
- Manage recruitment budget, vendor invoices, and consultant payouts within approved limits.
- Maintain applicant tracking system in HRIS and ensure a compliant, auditable recruitment process.
- Present periodic hiring dashboards and pipeline status to HR Head; flag risks on critical/aging openings.
Learning & Development
- Conduct training needs identification and design the annual training calendar — functional, behavioural, leadership, and statutory/compliance training.
- Track the onboarding/induction plan for every new hire and ensure completion of organization-specific and role-based training.
- Own the site/HO training calendar end-to-end and manage and share regular compliance and completion status of the training plan with HR Head.
Legal & Statutory Compliance
- Ensure full compliance with applicable labour laws — Factories Act, PF, ESI, Bonus, Gratuity, POSH, Contract Labour (Regulation & Abolition) Act, Minimum Wages Act, and other central/state statutes.
- Maintain statutory registers, licenses, filings, and renewals; liaise with labour department and government authorities.
- Manage contract labour/vendor compliance and handle disciplinary processes, enquiries, and separations in line with law; coordinate with legal counsel on disputes and regulatory changes.
Required Skills & Experience
- End-to-end talent acquisition — sourcing, stakeholder management, offer negotiation, and employer branding
- HRIS proficiency and recruitment analytics (time-to-fill, cost-per-hire, source mix)
- Succession planning, talent reviews, and leadership pipeline development
- Labour law and statutory compliance (Factories Act, PF, ESI, POSH, Contract Labour Act, etc.)
- Learning & development — TNI, training design, delivery, and effectiveness evaluation
- 5–8 years of progressive HR experience, with demonstrated ownership of end-to-end talent acquisition
- Experience in manufacturing, FMCG, or a plant/factory environment, with direct exposure to labour law compliance and volume/blue-collar hiring
Preferred Qualifications
- MBA / PGDM in Human Resources, or equivalent postgraduate degree in HR/Industrial Relations/Labour Law
- Certification in Talent Acquisition or Labour Law is an advantage
- Hands-on recruitment expertise — capable of independently driving high-volume and niche hiring, building sourcing pipelines, and managing stakeholders under tight timelines
- Maturity to handle sensitive employee matters independently and influence business leaders while staying close to ground-level execution
Pay: ₹353,144.40 - ₹800,000.00 per year
Work Location: In person
