Assistant Human Resource Manager

K12 Techno Services; Mumbai; On-site; INR 900,000 - 1,500,000; Full time

Job summary

K12 Techno Services in Mumbai seeks an Assistant Manager – Human Resources to partner with business leaders and drive HR strategies. You will manage end-to-end recruitment, employee lifecycle, and employee relations to foster a high-performing workforce.

The role covers performance management, policy compliance, learning, and HR analytics, with focus on timely hiring and strong stakeholder management.

Qualifications

• Bachelor's degree in HR, Business Admin, or related field.
• MBA/MSW/PGDM in HR preferred for advanced roles.

Responsibilities

• Partner with leaders to align HR strategies with business goals.
• Manage end-to-end recruitment and talent pipelines.
• Oversee onboarding, promotions, transfers, and separations.
• Handle employee relations, performance mgmt, and policy compliance.
• Drive engagement initiatives and culture-building activities.
• Coordinate HR operations, payroll inputs, and leave management.
• Ensure HR policies and statutory compliance.
• Support learning, development, and succession planning.
• Prepare HR dashboards and analyze workforce data.

Skills

HR Business Partnering

End-to-End Recruitment

Stakeholder Management

Talent Acquisition Strategy

Employee Relations

Performance Management

HR Operations

Employee Engagement

Workforce Planning

HR Analytics & MIS

Payroll Coordination

Labor Law & Statutory Compliance

Interviewing & Candidate Assessment

Salary Negotiation

Communication & Presentation Skills

Conflict Resolution

Problem Solving

Time Management

Education

Bachelor's degree in Human Resources

MBA/MSW/PGDM in Human Resources (preferred)

Tools

HRMS/ATS platforms

Job description

Assistant Manager Human Resources

Job Summary

Assistant Manager – Human Resources – Generalist & Recruitment is responsible for partnering with business leaders to align HR strategies with organizational goals while managing end-to-end HR generalist activities and talent acquisition. The role ensures timely hiring, effective employee lifecycle management, employee engagement, performance management, policy implementation, compliance, and employee relations to build a high-performing workforce.

Key Responsibilities

1. HR Business Partnering

• Partner with business leaders to understand business objectives and workforce requirements.
• Develop and implement HR strategies aligned with organizational goals.
• Advise managers on people-related matters, organizational changes, and workforce planning.
• Monitor HR metrics and recommend improvement initiatives.

2. Talent Acquisition & Recruitment

• Manage end-to-end recruitment for assigned business functions.
• Understand manpower requirements and validate hiring requisitions.
• Prepare job descriptions in consultation with hiring managers.
• Source candidates through job portals, social media, employee referrals, consultancies, and campus hiring.
• Screen resumes, conduct initial interviews, and coordinate technical and managerial interviews.
• Manage interview scheduling, feedback collection, salary negotiations, and offer rollouts.
• Ensure timely closure of positions within agreed recruitment TAT.
• Build and maintain a strong talent pipeline for future hiring needs.
• Monitor recruitment dashboards, hiring metrics, and recruitment costs.
• Ensure an excellent candidate experience throughout the hiring process.

3. Employee Lifecycle Management

• Manage onboarding, induction, confirmation, transfers, promotions, and separation processes.
• Conduct employee orientation and ensure smooth integration into the organization.
• Handle exit interviews and analyze attrition trends.
• Ensure timely completion of employee documentation.

4. Employee Relations

• Act as the first point of contact for employee concerns and grievances.
• Resolve employee issues through effective communication and conflict resolution.
• Conduct disciplinary discussions and recommend corrective actions when required.
• Foster a positive, inclusive, and collaborative work environment.

5. Performance Management

• Drive the annual and periodic performance appraisal process.
• Support managers in goal setting, performance reviews, and Performance Improvement Plans (PIPs).
• Track completion of performance cycles and provide HR guidance to managers.

6. Employee Engagement & Culture

• Plan and execute employee engagement initiatives, wellness programs, rewards, and recognition activities.
• Conduct employee feedback surveys and recommend improvement actions.
• Support organizational culture-building initiatives.

7. HR Operations & Compliance

• Ensure implementation and adherence to HR policies and procedures.
• Maintain employee records and HR documentation.
• Coordinate with Payroll for attendance, leave management, salary inputs, and full-and-final settlements.
• Ensure compliance with labor laws and statutory requirements.
• Support HR audits and documentation.

8. Learning & Development

• Identify training needs in collaboration with business leaders.
• Coordinate internal and external learning programs.
• Monitor training effectiveness and employee development plans.
• Support succession planning and career development initiatives.

9. HR Analytics & MIS

• Prepare HR dashboards and management reports.
• Track recruitment metrics, attrition, headcount, absenteeism, and employee engagement.
• Provide insights and recommendations based on HR data.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• MBA/MSW/PGDM in Human Resources is preferred.

Experience

• 3–6 years of experience in HR Business Partnering, HR Generalist functions, and Recruitment.
• Experience handling end-to-end recruitment across multiple functions.
• Experience working with HRMS/ATS platforms is preferred.

Required Skills

• HR Business Partnering
• End-to-End Recruitment
• Stakeholder Management
• Talent Acquisition Strategy
• Employee Relations
• Performance Management
• HR Operations
• Employee Engagement
• Workforce Planning
• HR Analytics & MIS
• Payroll Coordination
• Labor Law & Statutory Compliance
• Interviewing & Candidate Assessment
• Salary Negotiation
• Communication & Presentation Skills
• Conflict Resolution
• Problem SolvingTime Management

Key Performance Indicators (KPIs)

• Recruitment TAT and position closure rate
• Offer-to-joining ratio
• Quality of hire
• Employee retention and attrition
• Employee engagement scores
• Performance appraisal completion rate
• Grievance resolution turnaround time
• HR compliance and audit scores
• Hiring manager satisfaction
• Candidate experience and onboarding effectiveness

Behavioral Competencies

• Business Acumen
• Strategic Thinking
• Relationship Building
• Influencing and Negotiation
• Analytical Mindset
• High Integrity and Confidentiality
• Customer-Centric Approach
• Adaptability and Change Management
• Collaboration and Teamwork
• Result Orientation