Assistant Manager - HR

Job Description: HR Business Partner – South Zone

Position Title: Assistant Manager – HR

Department: Human Resources

Role Summary

The HR Business Partner (HRBP) acts as a HR business partner to business leaders and managers, aligning HR initiatives with business goals. This role is responsible for driving talent acquisition, organizational effectiveness, talent management, employee engagement, and change management while ensuring compliance with HR policies and statutory requirements.

Key Responsibilities

• Strategic HR Partnership & Talent Acquisition
• Collaborate with business leaders to understand business priorities.
• Provide insights and solutions on workforce planning and talent management.
• Ensure timely achievement of the recruitment targets as per business requirements.
• Talent Management & Development
• Support talent management teams in identifying critical roles and ensuring quality hiring.
• Drive performance management processes, ensuring goal alignment, feedback culture, and capability development.
• Identify skill gaps and support effective execution of learning & development workshops.
• Employee Relations & Engagement
• Act as a trusted advisor to employees and managers, addressing concerns with empathy and professionalism.
• Manage conflict resolution, grievance handling, and disciplinary procedures as per company policy.
• Drive employee engagement initiatives to improve culture, motivation, and retention.
• HR Operations & Compliance
• Ensure accurate implementation of HR policies, processes.
• Support compensation reviews, promotions, and organizational changes.
• Monitor HR metrics and prepare dashboards on attrition, hiring, engagement, and productivity.
• Change Management
• Support organizational change initiatives such as restructures, policy rollouts, and digital HR transformation.
• Facilitate communication and change readiness across teams.
• Leadership Coaching
• Partner with managers to strengthen leadership capability and improve team effectiveness.
• Provide guidance on workforce issues, policy interpretation, and people decisions.
  
  

Key Skills & Competencies

• Strong business acumen and strategic thinking
• Excellent communication and interpersonal skills
• Problem-solving and conflict-resolution abilities
• Knowledge of HR best practices and labor laws
• Data-driven and analytical mindset
• Stakeholder management & influencing ability
• Ability to handle confidential information with integrity
  
  

Qualifications

• Master's degree in Human Resources, Business Administration, or related field
• 10–12 years of experience in HR roles, preferably including HRBP experience
• Experience in managing end-to-end HR lifecycle
• Certifications like SHRM-CP, SHRM-SCP, or PHR (optional but advantageous)
  
  

Key Success Indicators

• Employee engagement levels
• Attrition and retention rates
• Leadership satisfaction & business feedback
• Timely execution of HR processes
• Effectiveness of talent development initiatives