Assistant Manager Human Resources (HR Operations | Performance Management | Compliance | HR Policies)

Umedica Laboratories Private Limited; Mumbai; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

Umedica Laboratories Private Limited is seeking an experienced HR professional to lead key HR processes including performance management, HR operations, compliance and policy formation. The role involves partnering with business leaders, ensuring statutory compliance, and driving HR improvements across multi-location units.

The ideal candidate will have 5-7 years of HR experience in manufacturing/pharma settings, with strong knowledge of Indian Labour Laws, HRMS systems and data analytics.

Qualifications

• MBA/PGDM in HR or equivalent qualification.
• 5-7 years of relevant HR experience, preferably in manufacturing/pharma/multi-location organisations.
• Experience independently managing HR processes and interacting with senior management.

Responsibilities

• Manage PMS cycle end-to-end including goal setting, reviews and evaluations.
• Oversee day-to-day HR operations and employee lifecycle activities.
• Ensure compliance with Labour codes, wage laws and statutory requirements.
• Draft, review and implement HR policies and SOPs.
• Prepare HR dashboards and MIS, analyse metrics and provide insights.
• Act as HR partner to assigned functions and support management in employee relations.

Skills

PMS management

HR operations

HR compliance

Labour laws knowledge

HR policy drafting

HR analytics & MIS

SPINE HRMS

Stakeholder management

Data-driven insights

Education

MBA / PGDM in HR

Tools

SPINE HRMS

Job description

The position will be responsible for managing and strengthening key HR processes covering Performance Management, HR Operations, Labour & HR Compliance, and HR Policies.

The role will work closely with business leaders and functional heads to ensure effective implementation of HR processes, statutory compliance, consistent application of HR policies, and smooth delivery of day-to-day HR operations.

The incumbent will also be expected to identify gaps in existing HR processes and policies and recommend improvements aligned with business requirements and changing regulatory requirements.

2. Key Responsibilities

A. Performance Management

• Manage the complete Performance Management System (PMS) cycle, including goal setting, mid-year reviews, year-end evaluations and performance discussions.
• Coordinate with functional heads and managers to ensure timely completion of PMS activities.
• Support management in establishing KRAs, KPIs and measurable performance objectives.
• Monitor performance ratings and ensure consistency and fairness across functions.
• Prepare and analyse performance management reports for the management.
• Facilitate Performance Improvement Plans (PIPs) for employees requiring performance enhancement.
• Identify trends in performance ratings and provide insights to management.
• Support implementation and continuous improvement of the organisation's performance management framework.
• Ensure effective utilisation of the HRMS/PMS system for goal setting, reviews, ratings and related documentation.

B. HR Operations

• Manage day-to-day HR operations for the corporate office/business units.
• Ensure timely and accurate maintenance of employee records and HR documentation.
• Oversee employee lifecycle processes including:
• Joining & onboarding
• Transfers and movements
• Confirmation
• Promotions
• Transfers
• Employee separations and exit formalities
• Full & final settlement coordination
• Ensure accurate HR data and timely updates in the SPINE HRMS.
• Coordinate with Payroll, Finance, Administration and other stakeholders for employee-related processes.
• Prepare and monitor HR MIS and dashboards covering key HR metrics.
• Drive process improvements and automation within HR operations.
• Ensure adherence to defined HR SOPs and service standards.
• Handle employee queries and facilitate resolution of HR-related issues.

C. HR & Labour Compliance

• Ensure compliance with applicable New Wage Codes ,labour laws, employment regulations and statutory requirements.
• Monitor changes in labour legislation and assess their impact on the organisation.
• Coordinate implementation of new statutory requirements, including changes arising from Labour Codes and related regulations.
• Maintain a comprehensive HR Compliance Calendar and ensure timely completion of statutory compliances.
• Conduct periodic HR compliance audits across locations.
• Identify compliance gaps and coordinate corrective and preventive actions.
• Maintain appropriate statutory records, registers and documentation.
• Coordinate with external legal advisors, labour law consultants and statutory consultants whenever required.
• Support management during labour department inspections, audits and statutory reviews.
• Ensure compliance requirements are appropriately incorporated into HR processes and policies.
• Prepare periodic compliance reports for senior management.

D. HR Policy Formation & Review

• Draft, review and update HR policies in line with business requirements, organisational practices and applicable laws.
• Conduct periodic review of existing HR policies and identify areas requiring modification.
• Benchmark HR policies against industry practices and market trends.
• Work closely with management and relevant stakeholders for policy development and approvals.
• Ensure effective communication and implementation of new/revised HR policies.
• Develop supporting SOPs, guidelines and process notes wherever required.
• Ensure consistent interpretation and implementation of policies across locations and functions.
• Maintain a central repository of approved HR policies and ensure appropriate version control.
• Provide guidance to managers and employees on policy interpretation and application.

E. HR Analytics & MIS

• Prepare regular HR dashboards and MIS for management review.
• Track key HR metrics such as:
• Headcount
• Attrition
• Performance ratings
• Employee movements
• Hiring and manpower status
• Compliance status
• Employee lifecycle metrics
• Analyse HR data and provide meaningful insights to management.
• Develop periodic reports highlighting trends, gaps and areas requiring management intervention.

F. Employee & Management Support

• Act as an HR Business Partner to assigned functions/business units.
• Work closely with managers and functional heads on employee-related matters.
• Provide guidance on performance management, disciplinary matters, policy interpretation and employee relations.
• Support resolution of employee grievances and workplace issues.
• Maintain confidentiality and ensure appropriate handling of sensitive employee information.
• Participate in employee engagement and organisational development initiatives as required.

The incumbent will be measured on:

• Timely and effective completion of PMS cycle
• Quality and accuracy of HR Operations
• Timely implementation of statutory/regulatory changes
• Development and periodic review of HR policies
• Accuracy and timeliness of HR MIS
• HRMS data accuracy and process adherence
• Closure of HR audit observations
• Continuous improvement and automation of HR processes

4. Desired Competencies

• Strong understanding of Performance Management Systems
• Good knowledge of Indian Labour Laws and HR statutory compliance
• Policy drafting and implementation capability
• HRMS knowledge and process orientation
• HR analytics and MIS capability
• Good understanding of employee lifecycle processes
• Ability to interpret and implement regulatory changes
• Strong analytical and problem-solving skills
• High attention to detail
• Strong communication and interpersonal skills
• Ability to work with senior stakeholders
• Strong ownership and accountability
• Confidentiality and integrity
• Ability to manage multiple priorities
• Process-oriented and structured approach
• Good influencing and stakeholder-management skills

5. Educational Qualification

MBA / PGDM in Human Resources or equivalent qualification.

Preferred:

6. Experience

• 5-7 years of relevant HR experience, preferably with significant exposure to HR Operations, Performance Management and Compliance.
• Experience in a manufacturing / pharmaceutical / multi-location organisation would be preferred.
• Prior experience of independently managing HR processes and interacting with senior management will be an advantage.

7. Overall Profile

The ideal candidate should be a strong HR process and governance professional who can independently manage Performance Management, HR Operations, Compliance and HR Policies while also acting as a business-oriented HR partner.

The role requires a combination of strong execution capability, knowledge of HR regulations, analytical skills and the ability to work effectively with employees, managers and senior leadership.